1 Table of contents 34

Oklahoma WorkTrends 2026

Oklahoma		1
WorkTrends		1
2026 VOICE OF THE WORKFORCE		1
Table of Contents		2
RESEARCH TEAM		2
ABOUT THE STUDY		2
EXECUTIVE SUMMARY - GENERAL OVERVIEW		2
DEFINING WORKFORCE DEVELOPMENT		2
SURVEY OVERVIEW		2
Areas of Strength Areas of Continued Focus Areas of Opportunity		2
COMPARATIVE BRIEF: EMPLOYER INSIGHTS (2025) VS. VOICE OF THE WORKFORCE (2026)		2
SURVEY DEMOGRAPHIC OVERVIEW		2
ECONOMIC & DEMOGRAPHIC OVERVIEW		2
Areas of Strength Areas of Continued Focus Areas of Opportunity		2
INTERACTIVE DATA DASHBOARD		2
TURNING INSIGHTS INTO ACTION		2
SURVEY APPENDIX		2
CENTER FOR THE FUTURE OF WORK		2
CITATIONS & EDUCATION REFORM INITIATIVES		2
Research Team		3
Stephanie Phipps, Ph.D.		3
Principal Investigator		3
Dr. Stephanie Phipps is an Assistant Professor of Professional Practice within the Spears School of Business at Oklahoma State University.		3
Team Members		3
Bryan Edwards, Ph.D.		3
Maci Inselman		3
Grant Redwine		3
Congcong Fei		3
Dashboard Development Team		3
Evan Davis		3
Kim Strom		3
Zach Cleveland		3
Kendall Shields		3
Seth Taylor		3
About the Study		4
KEY FINDINGS		4
The findings indicate that Oklahoma’s workforce remains engaged and supported by strong organizational culture and employee attraction.		4
Challenges center on reducing burnout and strengthening education and career advancement to better retain talent and align workforce skills with employer demand.		4
Oklahoma		5
WorkTrends		5
EXECUTIVE SUMMARY		5
Executive Summary		6
General Overview		6
Employee Attraction Strengths Amid Rising Retention Risk		6
Employee attraction and organizational culture remain key strengths. Nearly 77% of employees report their organization attracts talent moderately well or better, and a majority report enjoying their work and feeling aligned with their employer. These findings reinforce results from the 2025 employer-focused study, where most organizations expressed confidence in their ability to attract and retain employees. However, the 2026 workforce perspective suggests retention risk may be higher than employers realize. More than 50% of employees report they are somewhat or extremely likely to leave their current job within the next six months, signaling increased mobility risk compared to employer expectations in 2025.		6
Top Reasons Employees Stay:		6
Top Reasons Employees Leave:		6
Turnover Driven by Pay, Advancement, Flexibility, and Burnout Gaps		6
*The primary reasons employees consider leaving their jobs are better pay (55%), stress or burnout (45%), limited advancement opportunities (42%), and desire for greater flexibility (40%). The emphasis on higher pay and job security likely reflects broader economic pressures, including inflation-driven increases in the cost of goods and a moderating job market that has heightened worker sensitivity to financial stability and long-term security. In a slower hiring environment, employees appear more focused on compensation strength and organizational stability when evaluating new opportunities.		6
Use of AI		6
Technology Readiness and Job Quality Shape Future Workforce Competitiveness		6
Technology readiness and workforce capability remain ongoing challenges. Many employees say their workplace technology does not fully meet their needs, and adoption of emerging tools like artificial intelligence is slowed by limited training and time to build new skills. At the same time, hiring slowed in 2025 despite strong labor force participation. This makes it even more important to ensure workforce growth leads to high-quality, good-paying jobs that support long-term economic mobility.		6
*This information is derived from multiple survey questions; the associated graph represents only one of those items.		6
Executive Summary		7
General Overview		7
Workforce Mobility and Talent Alignment Threaten Talent Retention		7
*Workforce mobility is a statewide concern. About 40% of employees report they would consider leaving Oklahoma for a new job, most frequently citing better career opportunities, advancement potential, and compensation elsewhere. This level of outward mobility risk suggests that retention challenges extend beyond individual employers and reflect broader perceptions about opportunity within the state.		7
At the same time, employers continue to report difficulty filling specialized and professional roles, particularly in high-demand fields requiring advanced credentials (Employer Insights, 2025). This dynamic points to a structural talent alignment challenge: although population growth and domestic in-migration have expanded the overall labor pool, the incoming and existing workforce are not consistently aligned with industry-specific skill needs. Without stronger alignment between education pipelines, workforce training, and high-growth sectors, Oklahoma risks losing both current talent and future competitive advantage.		7
How likely are you to leave your current job?		7
Education Challenges & Workforce Pipeline Opportunities		7
Education and workforce pipeline trends highlight both challenges and opportunities. Oklahoma continues to rank near the bottom nationally in Pre-K–12 education, reflecting long-standing challenges in early academic preparation and college readiness. However, Oklahoma’s higher education system ranks mid-tier nationally, and enrollment trends at major public universities, including Oklahoma State University, the University of Oklahoma, and the University of Central Oklahoma, remain at record levels. This is possibly due to the influx of students from Texas.		7
The state’s CareerTech system continues to play a critical role in workforce development. CareerTech’s expansion, along with growing university enrollment, represents a significant opportunity to strengthen Oklahoma’s talent pipeline.		7
Key Findings		7
Overall, the 2026 WorkTrends findings suggest Oklahoma’s workforce remains engaged and supported by strong institutional workforce assets, but faces increasing pressure related to stress, advancement opportunities, and career mobility. Compared with employer perspectives in 2025, employees report higher retention risk and greater concern about long-term career growth. Addressing these challenges will require strengthening K–12 preparation, expanding higher education and CareerTech pathways, aligning training with industry needs, and ensuring that job growth provides meaningful career advancement.		7
Defining Workforce Development		8
Defining Workforce Development, Cont.		9
Workforce/Skillset Needs (Attract/Retain)		9
Employee Training and Development		9
Flexibility in the Workplace		9
Technology		9
Benefits		9
Oklahoma		10
WorkTrends		10
SURVEY OVERVIEW		10
Survey Overview		11
AREAS OF STRENGTH		11
Employee Attraction Organization/Person Alignment Organizational Culture		11
AREAS OF CONTINUED FOCUS		11
Flexibility in the Workplace Employee Development and Leadership Psychological Safety		11
AREAS OF OPPORTUNITY		11
Work-Related Stress and Burnout Technology/AI and Future Skill Readiness Retention Risk and Mobility		11
Key Takeaways		11
Survey Overview		12
AREAS OF STRENGTH		12
How well do organizations attract employees?		12
Employee Attraction		12
Employee attraction remains strong across Oklahoma workplaces. About *77% of respondents say their organization attracts employees moderately well or better, and **45% of those describe their efforts as very or extremely effective.		12
I enjoy my work:		12
Organization/Employee Alignment		12
More than half of employees report positive attitudes about their work and workplace. About 59% say they enjoy their work, feel aligned with their organization, and feel accepted for who they are.		12
More than 60% rank a positive organizational culture among their top criteria.		12
Organizational Culture		12
Most important benefits at work:		12
Workplace culture remains a key strength. When considering future job opportunities, more than 60% of respondents rank a positive organizational culture among their top criteria. Flexibility (47%) and promotion opportunities (42%) also rank highly.		12
While organizations may have limited control over flexibility and advancement opportunities due to job structure or resource constraints, culture represents a relatively low-cost, high-impact way to attract and retain employees.		12
Survey Overview		13
AREAS OF CONTINUED FOCUS		13
Flexibility in the Workplace		13
Flexibility remains important to employees, but it is not offered consistently. Nearly *68% of employees say workplace flexibility is important to them, yet only **49% report that their employer offers flexible work arrangements, often depending on role. Among organizations that do provide flexibility, hybrid work (32%) and flexible start times (21%) are the most common options.		13
This gap between employee expectations and organizational practices positions flexibility as a continued opportunity for employers looking to strengthen attraction, retention, and overall workforce satisfaction.		13
Employee Development and Leadership		13
Approximately ***54% of employees say they consistently receive helpful feedback and development support through both formal processes, such as performance evaluations, and informal conversations.		13
Among those who report having access to training and development, more than 77% say employees or managers request training, while only 12% is driven by organizational needs or data. While employee and manager input is important, organizations may benefit from aligning training investments more closely with future business goals and skill needs to ensure time and resources are used as effectively as possible.		13
Psychological Safety		13
Psychological safety emerges as an area to watch across many Oklahoma workplaces. A majority of employees (51%) agree or strongly agree that their work environment supports psychological safety, including clear job expectations, respect for contributions, and the ability to ask for help, with 27% of the 51% strongly agreeing. These findings suggest a good foundation of trust and support however, employers must continue to build on to strengthen engagement, collaboration, and overall workforce well-being.		13
Survey Overview		14
AREAS OF OPPORTUNITY		14
Work-Related Stress and Burnout		14
Work-related stress and burnout remain significant challenges for Oklahoma’s workforce. According to respondents, more than half of employees report experiencing stress or burnout at work, with nearly 20% strongly agreeing. This indicates a substantial share of the workforce is operating under sustained pressure, which can negatively impact productivity, engagement, and retention if unaddressed.		14
Stress is not limited to traditional work structures. Among employees in flexible or hybrid arrangements, 36% report increased stress or burnout after adopting these schedules, suggesting flexibility alone does not reduce strain. Without clear expectations, supportive management, and attention to workload and boundaries, flexible models may inadvertently contribute to burnout.		14
These findings highlight the importance of pairing flexibility initiatives with strong leadership support, role clarity, and proactive well-being strategies to effectively reduce stress and sustain performance.		14
More than 50% of employees report experiencing stress or burnout at work.		14
Technology/Artificial Intelligence and Future Skill Readiness		14
Technology gaps remain a significant area of opportunity. Sixty-six percent of employees say their current technology does not meet their needs. Twenty-five percent believe additional tools would improve productivity, and 22% report using outdated systems.		14
AI awareness is rising, but workplace adoption is inconsistent. Twenty-two percent say their organization has its own AI tools, while others report limited or conditional use. Fifteen percent say AI is not allowed at all. Training access is uneven, with just over half of employees receiving technology training and 26% unsure if it’s available, despite nearly 40% identifying AI skills as critical for future success.		14
The biggest barriers to AI adoption are organizational, not financial. Employees most frequently cited lack of leadership support (87%), limited training (85%), and insufficient time to learn new tools (86%).		14
Thirty-six percent of employees say technology has already strongly impacted their performance, and 33% expect it to shape the skills they’ll need in the next 12–24 months. Without clear AI strategies, leadership support, and structured upskilling, organizations risk leaving their workforce unprepared for rapid change.		14
66% of employees say their current technology does not meet their needs.		14
AI Readiness		14
Survey Overview		15
AREAS OF OPPORTUNITY, CONT.		15
Retention Risk and Mobility		15
How likely are you to leave your current job?		15
WorkTrends data reveal elevated retention risk across Oklahoma’s workforce, with more than *50% of respondents indicating they are somewhat or extremely likely to leave their current job within six months. The primary drivers include stress or burnout (45%), lack of advancement opportunities (42%), and desire for greater flexibility (40%), followed by workplace culture (24%) and benefits (18%). These findings highlight a persistent gap between employee expectations and organizational practices.		15
While pay and flexibility may be limited by role or resources, organizations can have greater impact through career development, advancement pathways, workload management, and workplace culture. Focusing on these areas can reduce turnover and boost long-term engagement.		15
Mobility pressures go beyond individual employers: 42% of respondents would consider leaving Oklahoma for a new job, with 86% citing better opportunities elsewhere. Overall, these findings highlight the need to improve job quality, career growth, and workforce competitiveness to retain talent within both organizations and the state.		15
Over 50% of respondents say they are likely to leave their current job within the next six months.		15
Why are you considering leaving your current job?		15
Oklahoma		16
WorkTrends		16
COMPARATIVE BRIEF		16
Comparative Brief		17
Employer Insights (2025) vs. Voice of the Workforce (2026)		17
Attraction and Retention: Confidence vs. Risk		17
Organizational Culture and Psychological Safety		17
Flexibility: Availability vs. Access		17
Technology and Artificial Intelligence		17
Stress, Burnout, and Workload Expectations		17
Mobility and Talent Outmigration		17
Oklahoma		18
WorkTrends		18
SURVEY DEMOGRAPHIC OVERVIEW		18
Survey Demographic Overview		19
Employment Status		19
Type of Employees & Organizations		19
Gender		19
Education		19
Race		19
Oklahoma		20
WorkTrends		20
ECONOMIC OVERVIEW		20
Economic & Demographic Overview		21
AREAS OF STRENGTH		21
AREAS OF CONTINUED FOCUS		21
AREAS OF OPPORTUNITY		21
Economic & Demographic Overview		22
AREAS OF STRENGTH		22
Population Growth		22
Labor Force Participation Rate		22
Major Capital Investment for Better Jobs		22
Economic & Demographic Overview		23
AREAS OF CONTINUED FOCUS		23
Labor Market Dynamics: Hiring Trends in Oklahoma		23
Workforce Development and the Career Tech System		23
Higher Education		23
Economic & Demographic Overview		24
AREAS OF OPPORTUNITY		24
Aging Workforce / Projected Labor Shortage		24
Brain Drain and Talent Alignment		24
Education: K–12 Performance		24
Interactive Data Dashboard		25
Go deeper into the WorkTrends 2026 data with our interactive data dashboard. Explore key insights, trends and visualizations in detail.		25
CLICK/TAP HERE TO EXPLORE THE DASHBOARD		25
Turning Insights into Action		26
Culture		26
Reducing Burnout		26
Stregngthening Education		26
Engaging Employees		26
Strategic Planning		26
AI Literacy		26
Oklahoma		27
WorkTrends		27
2026 VOICE OF THE WORKFORCE SURVEY APPENDIX		27
Appendix		28
Attraction and Retention		28
How well is your company able to retain employees?		28
Extrememely well 18%		28
Moderately Well 32%		28
Not well at all 9%		28
Slightly well 14%		28
Very well 27%		28
What are the biggest reasons employees stay with your company? (Select all that apply)		28
What are the biggest reasons employees leave? (Select all that apply)		28
The following questions are related to my feelings about mywork - In general, I am satisfied with my job.		28
Strongly agree 37%		28
Somewhat agree 31%		28
Neither agree / disagree 13%		28
Somewhat disagree 10%		28
Strongly disagree 9%		28
All in all, I enjoy the job I currentlyhave.		28
Strongly agree 42%		28
Somewhat agree 27%		28
Neither agree / disagree 12%		28
Somewhat disagree 10%		28
Strongly disagree 9%		28
I enjoy my work.		28
Strongly agree 41%		28
Somewhat agree 28%		28
Neither agree / disagree 14%		28
Somewhat disagree 10%		28
Strongly disagree 7%		28
I find my work meaningful.		28
Strongly agree 42%		28
Somewhat agree 26%		28
Neither agree / disagree 13%		28
Somewhat disagree 9%		28
Strongly disagree 10%		28
My work is rewarding because it challenges me to do my best.		28
Strongly agree 36%		28
Somewhat agree 28%		28
Neither agree / disagree 15%		28
Somewhat disagree 11%		28
Strongly disagree 10%		28
My interests align with my job tasks.		28
Strongly agree 31%		28
Somewhat agree 32%		28
Neither agree / disagree 14%		28
Somewhat disagree 13%		28
Strongly disagree 10%		28
If I make a mistake at work, it isn’t held against me.		28
Strongly agree		28
Somewhat agree		28
Neither agree / disagree		28
Somewhat disagree		28
Strongly disagree		28
31%		28
28%		28
14%		28
13%		28
13%		28
I can bring up problems and tough issues at work.		28
Strongly agree 33%		28
Somewhat agree 30%		28
Neither agree / disagree 14%		28
Somewhat disagree 12%		28
Strongly disagree 11%		28
I am accepted for who I am at work.		28
Somewhat agree 26%		28
Strongly agree 41%		28
Neither agree / disagree 14%		28
Somewhat disagree 9%		28
Strongly disagree 9%		28
It is safe for me to take risks at work.		28
Strongly agree 26%		28
Somewhat agree 30%		28
Neither agree / disagree 19%		28
Somewhat disagree 13%		28
Strongly disagree 12%		28
The following questions are related to my experience at work - It is easy for me to ask others for help at work.		28
Strongly agree 41%		28
Somewhat agree 26%		28
Neither agree / disagree 13%		28
Somewhat disagree 10%		28
Strongly disagree 10%		28
No one undermines my efforts at work.		28
Strongly agree 30%		28
Somewhat agree 28%		28
Neither agree / disagree 17%		28
Somewhat disagree 15%		28
Strongly disagree 10%		28
My unique skills and talents are valued at work.		28
Strongly agree 34%		28
Somewhat agree 30%		28
Neither agree / disagree 13%		28
Somewhat disagree 11%		28
Strongly disagree 11%		28
Attraction and Retention, Cont.		29
I feel comfortable speaking up at work if something is wrong.		29
Neither agree / disagree 14%		29
Strongly agree 36%		29
Somewhat agree 28%		29
Somewhat disagree 12%		29
Strongly disagree 0%		29
My company provides a positive and supportive work environment.		29
Strongly agree 34%		29
Somewhat agree 28%		29
Neither agree / disagree 14%		29
Somewhat disagree 13%		29
Strongly disagree 11%		29
My job responsibilities are clearly defined.		29
Strongly agree 31%		29
Somewhat agree 32%		29
Neither agree / disagree 14%		29
Somewhat disagree 13%		29
Strongly disagree 10%		29
I am allowed to do my work in my own way.		29
Strongly agree 34%		29
Somewhat agree 30%		29
Neither agree / disagree 15%		29
Somewhat disagree 12%		29
Strongly disagree 9%		29
I am able to determine the way my work is done.		29
Strongly agree 34%		29
Somewhat agree 30%		29
Neither agree / disagree 14%		29
Somewhat disagree 12%		29
Strongly disagree 10%		29
I can make my own decisions at work.		29
Strongly agree 30%		29
Somewhat agree 33%		29
Neither agree / disagree 15%		29
Somewhat disagree 12%		29
Strongly disagree 10%		29
I am provided with tools and resources to do my job well.		29
Strongly agree 34%		29
Somewhat agree 30%		29
Neither agree / disagree 14%		29
Somewhat disagree 12%		29
Strongly disagree 10%		29
I feel that my company is adequately staffed for the work we are asked to do.		29
Strongly agree 26%		29
Somewhat agree 26%		29
Neither agree / disagree 15%		29
Somewhat disagree 17%		29
Strongly disagree 16%		29
The following questions are related to your stress at work. - I often feel stressed at work.		29
Neither agree / disagree 19%		29
Strongly agree 19%		29
Somewhat agree 32%		29
Somewhat disagree 18%		29
Strongly disagree 12%		29
Stress has impacted my ability to perform well on my job at times.		29
Strongly agree 16%		29
Somewhat agree 26%		29
Neither agree / disagree 21%		29
Somewhat disagree 22%		29
Strongly disagree 15%		29
I have experienced feelings of burnout over the past two weeks.		29
Neither agree / disagree 17%		29
Strongly agree 20%		29
Somewhat agree 25%		29
Somewhat disagree 19%		29
Strongly disagree 19%		29
I am expected to respond to work demands outside of regular working hours, including nights and weekends (if needed)		29
Strongly agree 23%		29
Somewhat agree 25%		29
Neither agree / disagree 15%		29
Somewhat disagree 14%		29
Strongly disagree 22%		29
I feel symptoms of stress or burnout at work.		29
Strongly agree 19%		29
Somewhat agree 29%		29
Neither agree / disagree 18%		29
Somewhat disagree 18%		29
Strongly disagree 16%		29
Have you noticed an increase in stress or burnout following new flexible/hybrid schedules?		29
No Increase 64%		29
Yes, there is an increase 36%		29
Does your company have programs or initiatives in place to address employee stress or burnout?		29
Yes 30%		29
No 70%		29
What programs or initiatives are in place to address employee stress or burnout? (Select all that apply)		29
Assistance program 71%		29
Employee requests 56%		29
Manager requests 37%		29
Other 8%		29
Employee Development/Management		30
The following questions are related to my experience with my supervisor. - I receive actionable feedback from my supervisor on a regular basis.		30
Strongly agree 28%		30
Somewhat agree 27%		30
Neitheragree / disagree 16%		30
Somewhat disagree 16%		30
Strongly disagree 13%		30
My supervisor communicates with me regularly about my job performance.		30
Strongly agree 27%		30
Somewhat agree 24%		30
Neitheragree / disagree 18%		30
Somewhat disagree 16%		30
Strongly disagree 15%		30
My supervisor provides me with what I need to be successful in my job.		30
Strongly agree 32%		30
Somewhat agree 27%		30
Neitheragree / disagree 15%		30
Somewhat disagree 13%		30
Strongly disagree 12%		30
My supervisor has the skills and experience needed to lead.		30
Strongly agree 37%		30
Somewhat agree 28%		30
Neitheragree / disagree 13%		30
Somewhat disagree 14%		30
Strongly disagree 12%		30
I can tell that my supervisor strives to be a good leader.		30
Strongly agree 41%		30
Somewhat agree 22%		30
Neither agree / disagree 15%		30
Somewhat disagree 10%		30
Strongly disagree 11%		30
My manager shows an interest in my professional development.		30
Strongly agree 35%		30
Somewhat agree 25%		30
Neitheragree / disagree 18%		30
Somewhat disagree 12%		30
Strongly disagree 10%		30
I’m provided with enough training opportunities to be successful.		30
Strongly agree 32%		30
Somewhat agree 26%		30
Neitheragree / disagree 17%		30
Somewhat disagree 13%		30
Strongly disagree 11%		30
I have and clearly understand my development path at my company.		30
Strongly agree 26%		30
Somewhat agree 26%		30
Neitheragree / disagree 18%		30
Somewhat disagree 17%		30
Strongly disagree 13%		30
I am given opportunities for advancement at my company.		30
Strongly agree 23%		30
Somewhat agree 25%		30
Neither agree / disagree 21%		30
Somewhat disagree 17%		30
Strongly disagree 14%		30
How does your organization determine what training is provided? (Select the best answer)		30
Manager Discretion 39%		30
Employee requests 38%		30
Skill gap analysis/data 12%		30
Other 11%		30
What criteria are you looking for in a company in your search for a new job? (Select the top three)		30
Technology		31
I have access to the technology needed to do my job well.		31
Strongly agree 40%		31
Somewhat agree 29%		31
Neither agree / disagree 12%		31
Somewhat disagree 9%		31
Strongly disagree 10%		31
In general, does the technology you’re using today meet your current work needs?		31
No, need for more tech 25%		31
No, outdated technology 22%		31
Somewhat 19%		31
Yes, my company adapts 19%		31
Yes, recent upgrade 15%		31
What stands in the way of getting the technology you need? (Select all that apply)		31
Cost 9%		31
Time 86%		31
Leadership Buy-In 87%		31
Training 89%		31
Other 4%		31
What is your organization’s approach to incorporating artificial intelligence (AI) tools at your workplace?		31
Allow open-source AI 29%		31
Internal AI 22%		31
As needed 33%		31
Restrict use 16%		31
How much have technological advances impacted your organization over the past 12-24 months?		31
An extreme amount 14%		31
A lot 22%		31
Moderately 29%		31
A little 21%		31
Not at all 14%		31
How much has changing technology impacted thet ypes of skills employees at your company need to perform their jobs over the past 12-24 months?		31
An extreme amount 13%		31
A lot 17%		31
Moderately 28%		31
A little 25%		31
Not at all 17%		31
Do you feel that you have access to the training you will need to utilize new technology in your role?		31
Yes 50%		31
No 23%		31
Unsure 27%		31
What technical skills do you feel would improve your chances at obtaining the job you are looking for?		31
AItools 39%		31
Leadership 38%		31
Productivity software 23%		31
Flexibility		31
The following questions are related to flexibility in your work place. - Having a flexible work schedule is very important to me.		31
Stronglyagree 44%		31
Somewhatagree 24%		31
Neitheragree / disagree 15%		31
Somewhat disagree 10%		31
Strongly disagree 7%		31
I would consider a lower wage in favor of a flexible or hybrid work schedule.		31
Stronglyagree 21%		31
Somewhatagree 24%		31
Neitheragree / disagree 19%		31
Somewhat disagree 17%		31
Strongly disagree 19%		31
I would eliminate a new job offer if it did not include flexible or hybrid work.		31
Stronglyagree 21%		31
Somewhatagree 22%		31
Neitheragree / disagree 20%		31
Somewhat disagree 19%		31
Strongly disagree 18%		31
I have flexibility in my work schedule to help meet personal commitments outside of work.		31
Stronglyagree 37%		31
Somewhatagree 27%		31
Neitheragree / disagree 15%		31
Somewhat disagree 10%		31
Strongly disagree 11%		31
Does your current employer offer a flexible work schedule?		31
No 51%		31
Yes,dependsonposition 25%		31
Yes 24%		31
How does your employer offer flexibility? What form does it take?		31
Benefits /Potential to Leave		32
What is most important benefit to you in a job? Select up to 3.		32
My company offers educational assistance for tuition reimbursement.		32
No		32
Yes 51%		32
Unsure 20%		32
29%		32
How likely are you to leave your current job within 6 months?		32
Extremely likely 25%		32
Somewhat likely 26%		32
Neither likely / unlikely 10%		32
Somewhat unlikely 14%		32
Extremely unlikely 25%		32
Why are you considering leaving? (Check all that apply)		32
If you leave your current job, what is the likelihood that you would seek employment outside of the state of Oklahoma?		32
Extremely likely 18%		32
Somewhat likely 24%		32
Neither likely / unlikely 21%		32
Somewhat unlikely 16%		32
Extremely unlikely 21%		32
Would you consider looking for employment in another state?		32
Yes 100%		32
No 0%		32
Why would you consider leaving the state? (Check all that apply)		32
Better job 100%		32
New experience 20%		32
Family 0%		32
Lifestyle 20%		32
Political reasons 0%		32
Other 10%		32
Center for the Future of Work		33
Education Policy & Reform Initiatives		34
Citations		34

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