Blog

August 15, 2025

Where Did the Drive Go? The Modern Struggle to Find Capable, Growth-Oriented Employees

In today’s fast-moving business environment, the ability to adapt, grow, and push beyond expectations is what separates thriving organizations from those just getting by. But increasingly, companies are voicing a similar frustration: It’s hard to find employees who not only have the right skills—but also the drive to learn, grow, and evolve with the business.

Why is this such a widespread issue now? And more importantly, what can leaders do about it?

The Skills Are There—But Something’s Missing

We’re not necessarily facing a lack of applicants. Resumes are still coming in. Degrees, certifications, and technical know-how are present. But when it comes to that deeper sense of ownership, curiosity, and long-term mindset, there’s a noticeable gap.

Employers are asking:

• “Why do so many new hires seem disengaged after a few months?”

• “Where is the initiative to go above and beyond?”

• “Why aren’t more employees invested in the bigger picture of our company?”

These questions aren’t about talent shortages—they’re about motivation and mindset.

What's Behind the Shift?

Several factors are influencing today’s workforce dynamics:

1. Transactional Work Culture

With the rise of gig work, freelancing, and remote-only roles, employment has become more transactional. Many employees see their job as just a task—not a long-term relationship. Loyalty to companies has been replaced with loyalty to personal flexibility and freedom.

2. Burnout and Disillusionment

Years of economic uncertainty, rapid changes, and pandemic-related stress have taken a toll. Many professionals feel disillusioned with corporate promises of growth and advancement that didn’t materialize. As a result, they’re less inclined to invest deeply in a company’s future.

3. Lack of Career Development Structures

Ironically, many organizations that crave growth-oriented employees don’t have clear growth paths internally. If people don’t see a future at your company, they won’t work toward it.

4. A Generation Shifting Priorities

Younger professionals often value purpose, work-life balance, and autonomy more than traditional markers of success. This isn’t necessarily a bad thing—but it means companies need to reframe what “driven” looks like in today’s world.

So, What Can Companies Do?

You can’t manufacture motivation—but you can create an environment where driven people thrive.

1. Hire for Attitude, Train for Skill

Experience matters, but so does mindset. Look for candidates who show resilience, curiosity, and initiative—even if they don’t check every skill box. Aptitude is often more valuable than a perfect resume.

2. Make Growth Tangible

Don’t just talk about “opportunities.” Show them. Outline clear career progression paths, offer mentorship, and invest in professional development. People invest where they see returns.

3. Cultivate a Culture of Ownership

Empower employees to make decisions, solve problems, and take the lead. When people feel ownership, they act differently. This can be encouraged through autonomy, recognition, and aligning individual goals with company objectives.

4. Connect Work to Meaning

Employees, especially younger generations, want to know their work matters. Clarify how their role contributes to something larger. Purpose is a powerful motivator—more so than perks or pay.

Final Thoughts

The modern workforce isn’t lazy or disinterested—they’re simply navigating a different landscape with different values. If we want employees who have the drive to grow with our companies, we need to create ecosystems that nurture that drive.

This means rethinking hiring, reimagining development, and realigning incentives. It’s not easy—but for organizations that get it right, the reward is a team that doesn’t just clock in—they buy in.