Working conditions are at the heart of talent expectations, according to Randstad’s latest global Workmonitor. Overall, the study reveals a concern for the working environment rather than purely remuneration-related aspects. The specialist notes that, to date, talent’s trust in employers remains fragile, with 30% of employees indicating that they do not trust their manager.
“For the first time in Workmonitor’s history, work-life balance is considered more important than pay (83% versus 82% overall and 88% versus 79% in Luxembourg). The report shows that talent is giving priority to personalisation, cohesion and skills adapted to the future, and employers must be ready to respond to this,” explains the HR consulting firm in its press release. In Luxembourg, the notions of personalisation, cohesion and opportunity are at the heart of talent’s concerns. “They are much more likely to leave or have left a job that did not offer opportunities for career progression.”
“Talent increasingly expects their work to match their personal values, ambitions and living conditions,” says the report. Randstad calls this “personalisation.” This means that while work is always closely linked to income, employees are not entirely satisfied with this characteristic. For example, “77% say that their employer’s social and environmental values and objectives match their own,” says Randstad. Conversely, 56% say they would not accept a job if the company’s values did not match their own. Moreover, 36% have taken the plunge and left their job for these reasons.
Opportunities for career progression are always a point of attention for talented people. In Luxembourg, 43% have already left a job for lack of opportunities. This is much higher than the global figure (31%). Sixty-two percent say they are prepared to do the same because of a lack of opportunities (compared to 48% worldwide). “When reflecting on their current role, the following factors are important to talent in this market: remuneration 79% (82% globally); work-life balance 88% (83% globally); flexibility in terms of working hours 76% (73% globally); and flexibility in terms of location 69% (67% globally).”
Community and skills
In the same spirit as the importance of sharing company values, the notion of community is increasingly taken into account by talented people. “They clearly want to belong to a community, a place where they can fit in, develop and bring their true personality to work,” notes Randstad. In Luxembourg, 77% of employees surveyed have this desire, which is less than the global figure (83%). Over three-quarters (78%) of people think they perform better if they feel they belong to a community (85% worldwide) and 60% are prepared to leave their job if they don’t feel they belong (55% worldwide).
Another area of focus for talent is skills development opportunities. “With the acceleration of technological change, talent is placing more and more importance on skills development, particularly in areas such as AI and emerging technologies,” notes Randstad. Seventy-seven percent of the employees polled said that training and development were important to them, and 60% said they would resign if their employer did not offer them the opportunity to improve their skills. According to Randstad, talent would be most interested in training opportunities in information (11%), artificial intelligence (10%), communication and presentation (10%), well-being and mindfulness (8%) and software project management (7%).
This article was originally published in .