ADP Report: Limited Career Growth Opportunities Are the Main Challenge for Chinese Employees' Advancement
22 October, 2025
- Limited opportunities are the top barrier to advancement for Chinese employees (20%).
- 13% of Chinese employees strongly agree that changing employers is essential for career growth, and 41% of those who see a future with their current employer cite career development opportunities as the main reason for their loyalty.
Shanghai, China, October 22, 2025 – A lack of career growth opportunities is the most commonly cited barrier to career advancement worldwide and in China, according to the sixth chapter of ADP’s the “People at Work 2025” report series.
Based on survey data from nearly 38,000 workers across 34 markets, about one in five workers (19%) say limited opportunities are preventing them from progressing in their careers, followed by a lack of desire to move ahead (13%) and limited time (12%). In contrast, less frequently mentioned obstacles include fear (5%) and lack of education (5%), suggesting that motivation and visibility outweigh skills gaps as barriers to growth.
In China, one in five (20%) workers identified a lack of opportunity as the biggest barrier to their career advancement, ranking joint second in the Asia-Pacific region alongside Australia, following New Zealand (21%). Unlike the global average, Chinese employees are more likely to cite a lack of support (such as a mentor or career champion) at 12%, followed by insufficient experience at 11%.
“China’s workforce is ambitious and eager to grow. Our research highlights a strong desire among Chinese employees for visible guidance, mentorship, and career development support from their organisations,” said Lily Ma, general manager, ADP North Asia. “By investing in clear career pathways and skill-building initiatives, employers in China can not only retain top talent but also drive greater productivity and innovation across their teams.”
Generational and Demographic Differences
Globally, more than 20% of workers aged 40 and above report that the lack of opportunity is their biggest barrier, compared to just 14% of those aged 26 and below. Around 16% of executives and upper managers cited the lack of opportunity as a barrier, rising to 18% among middle and frontline managers, and 20% among individual contributors.
Career Stagnation Drives Turnover Risk
Career stagnation appears to be a strong trigger for job hunting. Among workers who perceive few growth opportunities at their current job, over a third (34%) are actively looking or interviewing for a new job. Those who feel strongly that they need to change employers to progress are 2.6 times less likely to consider themselves highly productive.
In China, 13% of employees strongly agree that changing employers is essential for career growth, slightly below the global average of 15%. Notably, 41% of Chinese workers who see a future with their current employer say that opportunities for career development are the main reason for their loyalty.
What Keeps Employees Loyal?
Among employees worldwide who say they see a future with their current employer, the top reasons are:
- Opportunity for career advancement (45%)
- Professional training and skills development (36%)
- Flexibility in scheduling (34%)
“The workplace impact of limited career visibility isn’t just employee disengagement – it’s lost productivity, diminished innovation, and higher turnover,” said Nela Richardson, Chief Economist at ADP. “Organisations that design clear, equitable career paths don’t just retain talent – they also increase their ability to unlock the full productive potential of their employees.”
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About “People at Work 2025” Report Series Methodology
For the first time, “People at Work” is built on the ADP Research Global Workforce Survey, a robust study conducted regularly since 2015. The survey was designed by ADP Research’s team of analysts by obtaining information about the labour market from the perspective of workers themselves, with the goal of providing insights that can improve the world of work by better understanding worker sentiment and expectations.
Based on survey data from nearly 38,000 working adults in 34 markets across six continents, “People at Work 2025” features a representative sample of the global workforce to provide regional and market-to-market comparisons of worker sentiment in the Asia-Pacific region, Europe, Latin America, the Middle East and Africa, and North America.
Respondents come from a wide variety of industries, educational backgrounds, on-site and remote work environments and skill sets. They represent a range of management and individual contributor roles, working for employers of all sizes.
About ADP Research
The mission of ADP Research is to make the future of work more productive through data-driven discovery. Companies, workers, and policymakers rely on our finely tuned data and unique perspective to make informed decisions that impact workplaces around the world.
About ADP (NASDAQ – ADP)
ADP has been shaping the world of work with innovation and expertise for more than 75 years. As a global leader in HR and payroll solutions, ADP continuously works to solve business challenges for our clients and their workers, from simple, easy-to-use tools for small businesses to fully integrated platforms for global enterprises — and everything in between. Always Designing for People means we’re focused on just that – people. We use our unmatched AI-driven insights and proven expertise to design innovative solutions that help people achieve greater success at work. More than 1.1 million clients across 140+ countries rely on ADP’s exceptional service to support their people and drive their business forward. HR, Talent, Time Management, Benefits, Compliance, and Payroll. Learn more at ADP.com.
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