Employees’ willingness to change jobs is declining, and loyalty to their own employer is comparatively high; however, the picture is significantly more critical when it comes to personal career prospects. This is the conclusion reached by the new ‘Cobalt Market and Career Trend Analysis 2026’, for which a total of 981 specialists and managers were surveyed between May and mid-August 2026. The analysis by recruitment consultancy Cobalt examines how employees in the construction, property and finance sectors assess their financial situation, career prospects, remuneration, benefits, flexibility, leadership and the level of appreciation they receive.
A key finding is that, whilst employees remain loyal to their employer, they do not always see sufficient opportunities for personal development. In the property sector, 61 per cent would choose their current employer again, whilst in the construction sector the figure is 58 per cent. By contrast, their assessment of their own career prospects is significantly more cautious in several areas.
Nicole Schwan, Managing Director of Cobalt: “The results reveal an interesting shift. The question is no longer simply how companies attract new talent, but increasingly how they retain and develop their existing staff in the long term.” Doreen von Bodecker, Cobalt Managing Director, adds: “Salary, benefits and flexible working arrangements remain important. However, long-term loyalty is built above all where employees see opportunities for development, experience good leadership and feel valued.”
Company development is viewed positively, whilst personal career prospects are seen as rather uncertain
The discrepancy between how respondents assess their own company and their personal career situation is particularly evident in the property sector. Around half of those surveyed view their company’s performance positively. When it comes to the impact of market developments on their own careers, however, the picture is significantly more sceptical. Only 15 per cent see positive effects, whilst 36 per cent see negative ones. The economic uncertainty of recent years has therefore not disappeared; rather, it is manifesting itself in a more nuanced way. Employees appear to be increasingly distinguishing between the stability of their company and their own individual career prospects.
This means employers need to take action. After all, a low willingness to change jobs does not automatically equate to high levels of satisfaction or long-term loyalty. Clear career paths, further training and transparent prospects within the company are becoming increasingly important.
Property management and ESG offer comparatively good prospects
At the same time, the analysis shows that developments within the property sector are by no means uniform. Property management stands out positively in terms of economic confidence. Differences between sectors are also evident when it comes to the expected demand for skilled workers: demand for qualified staff is estimated to be comparatively high, particularly in the areas of property management, sustainability and ESG.
As a result, the labour market is also becoming more clearly differentiated according to roles and qualifications. Despite a challenging market environment overall, the outlook for specialised professionals remains positive in certain sectors.
AI is changing skills profiles, whilst soft skills remain crucial
At the same time, the technological transformation is changing the demands placed on specialists and managers. According to the Cobalt analysis, which skills will be in particular demand in future depends heavily on the specific field of work. Artificial intelligence is playing an increasingly important role, particularly in asset management, investment and transactions. In project development and property management, on the other hand, communication and collaboration are becoming more important. The findings make it clear that technological expertise and traditional soft skills should not be seen as mutually exclusive.
“AI will change job profiles, but it will not replace the skills needed for collaboration, leadership and sound decision-making,” said Schwan. “Companies should therefore not only ask which new technologies they are using, but also what skills their staff will need in the coming years and how they can develop these in a targeted manner.”
Working from home is shifting from a distinguishing feature to the norm
The debate surrounding flexible working arrangements is also evolving. Hybrid working is now well established across large parts of the property sector. Around two-thirds of those surveyed are satisfied with their current level of flexibility, whilst around one-third would like more leeway.
As a result, working from home is becoming less important as the sole distinguishing feature in the competition for skilled workers. Other factors are coming to the fore: credible leadership, visible appreciation, career development and a way of organising work that caters for different roles and stages of life.
Six areas for action for employers
The ‘Cobalt Market and Career Trends Analysis 2026’ examines six key areas: job satisfaction and recognition, career development and future-proof skills, remuneration and benefits, flexibility and hybrid working models, willingness to change jobs and employer loyalty, as well as differences by region, functional area and hierarchical level.
From Cobalt’s perspective, the results therefore not only provide an up-to-date snapshot of the labour market. They also highlight the areas where companies can take action to further develop their recruitment, staff retention and positioning as an employer.
“Especially in a challenging market environment, staff retention is not a given,” concludes von Bodecker. “Companies that offer their employees guidance, development and recognition create an important foundation for retaining skilled staff and managers in the long term. The crucial question is therefore not just: Why should people join us? But also: Why should they stay with us?”
On the Cobalt Market and Career Trends Analysis 2026:
The survey for the ‘Cobalt Market and Career Trend Analysis 2026’ ran from May to mid-August 2026. A total of 981 professionals and managers took part. The study examines the views of employees in the construction, property and finance sectors on economic development and career opportunities, as well as on job satisfaction, remuneration and benefits, flexibility, leadership, recognition, willingness to change jobs and employer loyalty. Furthermore, the analysis looks at differences across regions, specialist areas and hierarchical levels.
