Work-life balance as important as career progression, finds survey

Latest research from Netherlands-based global recruitment group Randstad has found that ambition is no longer viewed purely as career progression. Work-life balance, flexibility, equity and skilling are now at the heart of career decisions, said the group.

The research, which surveyed 27,000 workers in 34 markets across Europe, Asia Pacific and the Americas, shows that while over half (56%) of workers consider themselves to be ambitious, rising to 69% for Gen Z, this doesn’t correlate to the traditional understanding of career aspirations.

Half (47%) of workers are not focused on progression at all, and the same proportion are willing to stay in a role that they like, even if there’s no room to progress or develop. Meanwhile, a third (34%) of workers never want to take on any managerial roles, found the research.

Staff are also more likely to consider work-life balance (93%), flexibility of working hours (81%) and mental health support (83%) as important. These rank higher than career ambition (70%).

However, the research indicates that not wanting career progression does not mean employees have no interest in self-improvement, with nearly three-quarters (72%) ranking training and development opportunities as important. Meanwhile, nearly a third (29%) would quit a job if they weren’t offered learning and development opportunities to future-proof their skills, such as training on AI.

Randstad said that at the same time, workers are continually demanding more equitable workplaces where they feel they belong, and expect employers to deliver on this.

Data shows that the majority (52%) of workers think that the onus for improving equity lies with their employer, as opposed to themselves (18%). Meanwhile, 45% said that employers are liable for enhancing workplace culture, with only 17% taking personal responsibility.

Staff also want to work for businesses that mirror their own views and values, with a third (38%) saying they wouldn’t accept a job if they didn’t agree with the viewpoints of the leadership.

Over a third (37%) of global talent also said that they would not accept a job if an organisation wasn’t making a proactive effort to improve its diversity and equity. In instances where their employer didn’t take action on an issue that was important to them, a fifth (21%) have quit their job, with the number rising to 30% among Gen Z.

The research indicates that the push and pull between employers and workers on the return to the office is set to continue into 2024.

Over a third (37%) of workers have made arrangements in their lives, such as moving house or getting a pet, based on the assumption that working from home is here to stay. The same amount (37%) would consider quitting their job if their employer asked them to spend more time in the office, and 39% say that working from home is non-negotiable to them.

Despite this, a third (35%) have been requested to come into the office more now than they were six months ago – showing that there is a mismatch between what talent want and what they are receiving.

A majority (55%) of the workforce feel that they have to hide aspects of themselves at work, and a quarter (26%) would feel uncomfortable sharing their personal viewpoints due to fear of judgement or discrimination. A fifth (21%) report that their personality is different at work than it is outside.

The research also indicates that talent don’t feel their employers are speaking to them regularly enough about their career progression. A third (33%) of respondents say their employer never speaks to them about career progression, despite 40% of employees wanting to have these conversations at least once a quarter.

However, while workers still have clear demands on employers, they are not feeling as confident as previous years to take action if their expectations are not met. In 2023, more than half (54%) of talent said that they would quit a job if they felt they didn’t belong there, but this proportion dropped to just over a third (37%) for this year. This may be driven by the fact that talent are more worried about losing their job this year, than they were in 2023 (45% vs 37%).

Randstad CEO Sander van ‘t Noordende commented: “A new talent ‘ABC’ is emerging and employers should adopt it if they want to attract and retain their best talent. Ambition, Balance and Connection are key to driving the agenda in a talent-scarce world of work.”

“There’s no one-size-fits-all approach, as workers’ ambitions, motivations and priorities are becoming more fragmented and personalised. It’s crucial that employers communicate regularly with talent about their wants and needs – whether that be flexible work, career aspirations or learning and development opportunities. Embodying a talent-first mindset and truly understanding their personal motivations and priorities will help set businesses apart,” he added.