NOTE: Not sure if going to use this article...Right Management may be a competitor. (Kerry)
If you think your employees define “success” as being productive, high-performing workers, you’re in for a rude awakening. According to a new global survey conducted by Right Management, only 10% of employees equate success with hard work and high productivity levels.
At this point, you might be tempted to think – or hope - that maybe this was one of those vague surveys in which the respondents didn’t really understand the question. And you’d be wrong. The Global Career Aspiration Survey was conducted to understand career motivations and how perceptions and motivations are shifting in the workplace. It includes results from 1,225 employees in the U.S., France, Germany, Switzerland, UK, Canada, Belgium, India, Singapore, and Australia. Two troubling statistics stand out:
The rest of the survey results are as follows:
BALANCE TAKES PRIORITY
|Top 5 Career Aspirations|
|45%||Achieve work life balance|
|17%||Be the best at what I do|
|13%||Earn a lot of money|
|11%||Help other people|
35% of workers in North America ranked work/life balance in first place, compared to 55% of European employees, and 37% of workers in Asia Pacific. Only 14% of Millennials aspire to be the “best” at what they do, compared to 22% of Baby Boomers and 17% of Gen X. Globally, only 3% of employees say their career aspiration is to achieve a position of status.
HAPPINESS TRUMPS SALARY
|Top 5 Definitions of Success at Work|
|18%||Doing the best work|
|15%||Respect and recognition|
In North America, 12% of workers ranked high performance in first place. It ranked lowest in Europe (8%) and highest in Asia (14%). Across generations, the results were evenly spread out.
EMPLOYEES WANT R-E-S-P-E-C-T FROM LEADERS AND CO-WORKERS
|Top Expectations of Leaders|
|53%||Respect for my knowledge and experience|
|32%||Opportunities for learning and development|
|30%||Relationship of equals regardless of job title|
In North America, 29% of employees choose opportunities for learning and development. In Asia, the expectation for learning and development ranked highest (34%), while in Europe, mutual trust ranked the highest.
|Top Expectations of Co-Workers|
|59%||Mutual trust from my colleagues at work|
|48%||Respect for my knowledge|
|46%||Relationship of equals|
However, in North America, respect for knowledge was the number one expectation of peers (54%). In Europe, 67% of workers chose mutual respect. Across generations, 65% of Baby Boomers worldwide expect mutual trust, compared to 61% of Gen X, and 51% of Millennials.
WHY ARE EMPLOYEES LOOKING TO EXIT?
|Top Motivators for Leaving|
|25%||Better work culture|
In North America, 41% of employees would leave for a better work/life balance. However, the number of workers willing to leave for work/life balance was highest in Asia (54%).
HOW CAN EMPLOYERS CLOSE THE GAP?
If employers and workers view success so differently, how can the two meet in the middle? Right Management recommends the following 3 tips:
Segment and Target: Identify employees in the workplace who equate workplace success with high performance and then provide them with targeted development opportunities.
Motivate and Engage Differently: 2/3 of individual engagement motivators can be directly linked to discussions about career development. At the top of the organization, create an environment that focuses on careers, and then enable leaders to have career discussions with workers.
Focus on Learning and Development: Make learning a priority in your organization. Identify skill gaps and then provide access to tools and experiences to help employees to develop new skills.
It may appear that you and your employees are miles apart in expectations. However, Right Management states that employers who provide career development opportunities are six times more likely to engage their employees than organizations that do not. It’s worth it to put forth the effort required to bridge the gap.