1、rethinking ambition.partner for talent.workmonitor:the voice of talent in 2024.foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024 2contents.3 foreword.8 key findings.9 global themes.43 looking ahead.45 about the survey.47 appendix.foreword.foreword key findin

2、gs global themes looking ahead about the survey appendixworkmonitor 2024 3tomorrows talent agenda.A new talent ABC is emerging and employers should adopt it if they want to attract and retain their best talent.This is the top takeaway from our Workmonitor 2024 report as the series enters its third d

3、ecade.A stands for ambition.People want to move forward in their career.However,ambition is no longer viewed in its traditional sense of career progression.Talent is rethinking what ambition means,putting work-life balance,flexibility,equity and skilling at the heart of career decisions.B stands for

4、 balance.Talent values work-life balance as highly as pay.There is a continued strong desire for flexibility,both in terms of where and when people work.This push for more balance can also impact workers hunger for progression,with some saying their level of ambition is directly affected by what is

5、happening in their personal lives.C stands for connection.With generational and geographic divides as well as personal circumstances affecting the needs of their workers,employers must rekindle connections with colleagues to better understand how different career paths and working models will suit i

6、ndividuals.Doing so will allow employers to move away from broad-brush talent strategies and personalize their approaches.foreword.workmonitor 2024 4foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024To be seen as aspirational places to work,employers need to

7、embrace the idea of working in much closer partnership with talent,not only by developing their careers but also by building equitable workplaces where workers feel they belong.Organizations must demonstrate that they truly understand workers ambitions,their desire for balance and the need for conne

8、ction.Only then will they be able to attract and retain the talent they need to realize strategic business goals in an environment of rapid change.For now,I invite you to take a closer look at our latest findings about the global working population and discover how you can convert these learnings in

9、to actionable strategies that will drive tomorrows talent agenda.Sander van t NoordendeCEO,Randstadworkmonitor 2024 5foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024key findings.foreword key findings global themes looking ahead about the survey appendixwork

10、monitor 2024 6key findings.1.ambition&motivation.Ambition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.For nearly two-thirds of respondents(60%),their personal lives are more important than their work lives.Work-life balance now ranks as high

11、ly as pay on workers lists of priorities(93%)more than any other considerations.When looking at their next career move,work-life balance is even more important(57%)than higher pay(55%).Over a third dont want career progression because they are happy in their role(39%),and the long-term ambition for

12、most respondents is a stable in-house role.But that does not stop them from wanting to future-proof their skills through training(72%),especially in areas such as artificial intelligence(AI)and IT,which are reshaping job roles.Employers will need to acknow-ledge these changing priorities and offer m

13、ore creative paths to progression that align with the different ambitions of their talent.2.flexibility.Talent still demands and seeks flexibility to accommodate all of their priorities.The importance of work-life balance is also reflected in a continued focus on flexible working,even as employers a

14、re increasingly advocating a return to the office.Many workers adjusted to the“work from home”lifestyle over the pandemic years moving further afield or getting a pet as they expected remote working to stay.Working from home is non-negotiable for close to 2 in 5 respondents.Similar numbers(37%)would

15、 consider quitting if they were forced to spend more time in the office.However,there is a nuance when it comes to making their next career move:wanting flexible working hours edges slightly ahead of the need to work from home(41%vs 37%).For Asia-Pacific(APAC)its 45%for both and among Generation Z r

16、espondents its 46%and 51%each.Ambition is no longer viewed in its traditional sense of career progression.Workers are rethinking what they want,putting work-life balance,flexibility,equity and skilling at the heart of career decisions.The research suggests organizations will need to reconsider the a

17、mbitions of talent,build a more nuanced understanding of balance and forge strong connections with their workforce,as talent looks to build a true partnership with employers.are happy to stay in a role they like even if theres no room for career progressionworking from home is non-negotiable for clo

18、se to 2 in 5 workers%51forewordhomeaboutthesurveykeyfindingsglobalthemeslookingaheadappendixworkmonitor 2024 7foreword key findings global themes looking ahead about the survey appendix4.artificial intelligence&skilling.Talent continues to prioritize the future-proofing of their skills,particularly

19、in light of the widespread adoption of AI.Despite more complex attitudes to career progression and ambition,there is a continued thirst for training and development in both current roles and for future career moves(72%).Around a third(29%)would even go as far as quitting a job that didnt offer adequ

20、ate learning and development(L&D)opportunities.The increasing adoption of AI has made a particularly strong impact on workers perceived need for(re)skilling.Learning to use AI is at the top of the list of skills people want to develop,along with IT and tech literacy,followed by wellbeing and mindful

21、ness(23%).The latter is not surprising given workers overarching focus on themselves and their personal lives expressed right across the survey this year.Respondents see the responsibility for training and development residing with both themselves and their employers,again underlining the connection

22、 theme that runs through the entire survey.3.equity&understanding.Talent is looking to build connections with employers so that they can present their full selves and work with organizations to improve equity in the workplace.The theme of belonging identified in previous reports continues to dominat

23、e what workers want from their jobs.They favor employers whose opinions,values and world views reflect their own as like-minded partners who they can forge connections with and improve equity in the workplace.Over a third say that they wouldnt accept a job if they did not agree with the views of the

24、 organizations leadership(38%),with 54%of respondents considering their employers stance and actions on social and political issues important.Meanwhile,almost two-fifths(38%)seek alignment on social and environmental issues with a future employer.People in APAC expressed both these needs most strong

25、ly across all the regions.At the same time,there is an overarching feeling that employers dont understand their workforce,with Gen Z expressing this view most passionately(40%).This may also explain why over a quarter feel they cant share their views freely and more than half cannot show their authe

26、ntic selves fully at work(55%).over a third wouldnt accept a job if they did not agree with the views of the organizations leadershiphave ranked AI among the top skills they are interested in%29workmonitor 2024 8foreword key findings global themes looking ahead about the survey appendixworkmonitor 2

27、024 9foreword key findings global themes looking ahead about the survey appendixglobal themes.1.ambition&motivation.2.flexibility.3.equity&understanding.4.artificial intelligence&skilling.ambition&motivation.workmonitor 2024 10foreword key findings global themes looking ahead about the survey append

28、ixambition&motivation.If you were to ask 10 people what motivates them and what they aspire to be,you would likely get 10 different answers.Everyone has a life outside of work and different factors driving their career choices.This is one of the overriding messages from this years findings.didnt off

29、er significantly higher paywould negatively affect work-life balancewould not accept a job if it55%57%paywork-life balanceimportance for current and future jobs93%93%work-life balance edges ahead of payforeword key findings global themes looking ahead about the survey appendixworkmonitor 2024 11less

30、 economic uncertainty about career progressionI am worried about the impact of economic uncertainty on my career progression 2024 202350%23%work-life balance trumps career progression.The annual study finds that work-life balance now ranks as highly as pay on talents lists of priorities(93%)far ahea

31、d of any other category.When people look at their next career move,work-life balance(57%)has even edged slightly ahead of higher pay(55%)on their list of considerations.A clear majority(60%)see their personal life as more important than their work life.When it comes to career progression,workers hav

32、e become more positive about the economic environment,with only 23%stating that they are concerned about the impact of economic uncertainty on their career progression.In 2023,half of all respondents had expressed such concerns.However,there are clear contrasting preferences.The proportion of people

33、 saying they wouldnt accept a job if it didnt offer career progression opportunities(42%)is nearly the same number(39%)of those saying they dont want career progression because they are happy in their role.workmonitor 2024 12foreword key findings global themes looking ahead about the survey appendix

34、workmonitor 2024More than half(51%)say they would stay in a role they like even if it offers no chance for progression.For others,they are not seeking career advancement because of circumstances in their lives outside of work.More than 4 in 10(41%)say their level of ambition changes depending on fac

35、tors outside of their job.Employers should take note that while 35%of people say they would quit their job if it did not offer chances of career progression,a higher 48%say they would leave if their work prevented them from enjoying their life.career advancement and training matterconsider training

36、and development important for current and future jobsconsider career advancement opportunities importantwould quit a job if it didnt offer career progressionwould quit a job if it prevented them from enjoying life48%35%70%72%workmonitor 2024 13foreword key findings global themes looking ahead about

37、the survey appendixworkmonitor 2024 full-time role within a company part-time role within a company freelancer business owner gig worker59%16%10%11%4%stable choice.Given the volatile economic situation in many parts of the world,it is not surprising that workers put stability ahead of taking on grea

38、ter responsibility.When asked what type of role theyd like in five years,59%said a full-time role within a company,followed by 16%who want to work part-time.Only one in 10 would prefer a freelance role,while 11%want to run their own business,either with or without employees.stability over responsibi

39、lityIn five years time,what would be your ideal type of role?workmonitor 2024 14foreword key findings global themes looking ahead about the survey appendixhow often would you like your employer to speak to you about your career progression?16%24%22%26%12%how often does your employer speak to you abo

40、ut your career progression?10%15%15%26%neveronce a yeartwice a yearonce a quarteronce a month34%a thirst for training.However,career progression and career development are very different things,and not wanting a promotion doesnt mean workers arent interested in growing.There is a thirst for training

41、,with 72%ranking this as important,slightly above the 70%who prioritize career progression.Workers are particularly focused on future-proofing their skills with AI and IT training(both 29%).workmonitor 2024 15foreword key findings global themes looking ahead about the survey appendixThe good news is

42、 that employers appear to already be aware of this,with a third of respondents saying their training and development opportunities have increased in the past year.Overall,69%say their job provides the training and development they want although that still leaves room for improvement.Any employer loo

43、king to do more could consider offering wellbeing and mindfulness training,which 23%of workers now request.This trend is also seen in the number of people(83%)ranking mental health support and annual leave days as important factors in their job choice.Across all age groups,though,a mismatch exists b

44、etween workers desire to progress and how employers are responding.A third of respondents say their career progression is never addressed by their employer,even though 40%want these conversations at least once a quarter.Failure to address this mismatch could see companies struggle to attract and ret

45、ain top talent.In an age of talent shortages particularly in areas such as technology this could have serious consequences for companies.workmonitor 2024 16foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024by numbers.%33gen x%46gen z%41millennial%32baby boome

46、rhappiness first.Its worth noting that progression is not desired by everyone.Significant numbers of respondents are happy at their current level.Others say that their appetite for progression could be affected by events in their personal lives.young&hungry.When asked if their generation is more amb

47、itious than others,the youngest respondents believe they have the strongest career aspirations.see their personal life as more important than their work lifeare happy to stay in a role they like,even if theres no room for career progressiondo not want career progression and are happy at their curren

48、t levelsay their desire for progression is sometimes affected by what is happening in their personal life41%39%51%60%geographic variance.Latin American respondents rate themselves as the most ambitious,with Northwestern Europeans rating themselves lowest.48%53%54%73%60%57%northwestern europesouthern

49、 europenorth americalatin america eastern europe apac79%IT services78%financial services76%construction76%communicationsambition&motivationsector breakouts.Most sectors come out very highly in favor of career advancement,but some stand out markedly above the global average of 70%.workmonitor 2024 17

50、foreword key findings global themes looking ahead about the survey appendix1.2.3.desire for growth is strong.Over half of respondents(56%)are ambitious about their career,despite economic uncertainty.Several factors are influencing how this ambition is expressing itself,but a sizable number of worke

51、rs are prioritizing career progression.Whether this means threatening to leave a role that lacks opportunity or not accepting a role that offers limited prospects,workers dont want to be stuck.Despite the challenging economic headwinds,employers must ensure they are engaging with their talent about

52、realizing their ambitions.ambition takesmany forms.Our data shows that while ambition levels are high,this means different things for different people.While some see holding a leadership position as their goal,others seek to gain role-related expertise.Many also wish to update their skills to meet t

53、he demands of tomorrows workplace.Employers need to look at progression beyond the traditional career ladder,taking into account the personal ambitions of each individual.They must also realize that career progression and maintaining a healthy personal life are intertwined and need to be balanced.co

54、nnection is key.Perhaps the most important takeaway is that there is simply no one-size-fits-all when it comes to ambition and motivation.Employers must create clear lines of communication with colleagues in order to understand what progression looks like to them and what motivations they need.Peopl

55、e want clarity about the training and development opportunities available,the career choices they have with an employer and the work-life balance achievable in their roles.To provide this clarity,organizations must provide frequent and clear feedback,enable staff to realize their ambitions and regul

56、arly recognize their contributions.Doing so will ensure a healthy,connected and productive workforce.key learnings.ambition&motivationworkmonitor 2024 18foreword key findings global themes looking ahead about the survey appendixflexibility.workmonitor 2024 19foreword key findings global themes looki

57、ng ahead about the survey appendixflexibility.Following the pandemic,flexible ways of working appear to be permanent.However,our latest research indicates that while talent continues to demand flexibility,they have seen theiremployers wanting them back in the office.This runs counter to workers pref

58、erences,many of whom have often made significant changes to their lifestyles as a result of remote and hybrid working arrangements.Over a third(37%)have moved house or bought a pet on the assumption that working from home is here to stay.But flexibility also emerges as a highly nuanced concept that

59、does not necessarily just mean working from home.workmonitor 2024 20foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024office working divides employers and talent.There were roughly as many respondents who stated that their employer wanted them in the office m

60、ore than six months ago(35%)as those who didnt feel that same pressure(34%).However,when asked how strongly employers were enforcing a return to the office,41%stated that their employer had become stricter about attendance.Despite greater fears over losing their job expressed by 45%now compared with

61、 37%the year before flexibility continues to shape workers desire for balance.There has been no change in terms of putting their personal life above their work life and career ambitions(60%),and a significant number would quit a job that would keep them from enjoying their life(48%).While numbers ha

62、ve dropped slightly,more than a third wouldnt accept a new job if it didnt provide flexible locations(37%)or working hours(41%).Working from home is non-negotiable for close to 4 in 10 workers.Similar numbers(37%)would consider quitting if they were asked to spend more time in the office.Workers are

63、 concerned about maintaining their current work-life balance,with more than half stating they would not take a job that could negatively affect this(57%).This is higher than those wanting better pay(55%)and benefits(50%)for a future career move.say their employer has become stricter about attendance

64、 over the past few months41%of workers have made arrangements in their lives(for example,moving house or buying a pet)based on the assumption that working from home is here to stay37%workmonitor 2024 21foreword key findings global themes looking ahead about the survey appendixappetite for flexibilit

65、y varies by sector and geography.The need for flexibility was most strongly expressed in the APAC region(45%).More flexible work locations(64%)and hours(61%)were most important to workers in India;in China,the preferences were 50%and 47%,respectively.In North America,39%wouldnt accept a job if they

66、couldnt work remotely or in a hybrid arrangement,and 43%said not having flexible hours would be a dealbreaker.There are also marked variations by industry.Sectors that can better accommodate flexibility,in particular those with a high percentage of knowledge workers,employed the highest percentage o

67、f workers who would reject inflexible hours and workplaces.These include IT,financial services,communications as well as business and other services all of which rank above the global average.The survey also found respondents in more in-person sectors such as agriculture,forestry&fishing,mining and

68、construction are also aiming for flexibility in their next role.In this context,its important to note that flexibility emerges as being more than just a work location policy.Flexible working hours are considered more crucial(41%)when making a decision about a new position than flexible work location

69、(37%).workers wouldnt accept a job if itworkplace flexibilityflexible working hours41%42%54%53%41%45%49%50%37%43%48%48%45%43%top industries seeking flexibilitymining&utilitiesIT servicesbusiness&other servicesfinancial servicesconstructioncommunicationsagriculture,forestry&fishingdidnt offer flexibl

70、e working hours41%negatively affected their work-life balance57%didnt provide flexible work location37%workmonitor 2024 22foreword key findings global themes looking ahead about the survey appendixflexibility means more to younger generations.When it comes to the attitudes of different generations,y

71、ounger generations are more concerned about flexibility than older ones.Workplace and time flexibility is most cherished by Generation Z(born between 1997 and 2005)with 46%prioritizing workplace flexibility and 51%preferring flexible hours when looking for their next job.And a significant percentage

72、(48%)also described being able to work from home as non-negotiable.In contrast,fewer than a third of Generation X(19651980)said they would refuse a role that lacked workplace flexibility(32%),slightly more felt this way about when they could work(37%).For Baby Boomers(19461964),the numbers dropped f

73、urther,with 31%prioritizing location flexibility and 35%concerned about flexible hours.%37Id consider quitting my job if asked to spend more time in the office%39being able to work from home is non-negotiable for me%60my personal life is more important than my work life lack of flexibility also affe

74、cts currently held jobs%48I would quit my job if it was preventing me from enjoying my life workmonitor 2024 23foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024the debate over flexible working will continue.The data suggest that the push and pull on the retu

75、rn to the office will persist in 2024 as workers continue to demand flexible arrangements that fit around their personal lives.However,there is more to flexibility than working from home as workers appear more concerned about their working hours than where they spend them.Employers should therefore

76、consider how to accommodate time spent in the workplace against the priorities of the business.Doing so will likely benefit both talent retention and acquisition while still achieving strategic mandates.workmonitor 2024 24foreword key findings global themes looking ahead about the survey appendixwor

77、kmonitor 2024youth driving flexibility?There are also clear generational differences.Working from home was more likely to be non-negotiable for younger generations than for Baby Boomers or Generation X.ready to walk.Workers in the following markets were the most outspoken when it came to increased o

78、ffice working,indicating they would quit their job if they had to work more in the office.50%austria50%new zealand51%hong kong SAR55%united kingdom56%australia59%indiageographic divide.Organizations should carefully consider the need for job flexibility based on the regions in which they operate.The

79、re are clear differences regarding the importance talent place on where and when they work.workplace flexibilityflexible working hours45%31%35%39%43%36%41%36%42%36%31%45%apacsouthern europenorth americalatin americanorthwestern europeeastern europeby numbers.flexibilitywork from home is non-negotiab

80、le%35gen x%48gen z%42millennial%35baby boomerworkmonitor 2024 25foreword key findings global themes looking ahead about the survey appendix1.2.3.flexibility remains a priority.Many have adjusted their lives to remote and flexible working and expect working from home and hybrid arrangements to contin

81、ue.Now that employers are asking staff to spend more time at the office,for a variety of reasons,business leaders must strike a workable balance to maintain workforce retention and meeting their strategic needs.Forward-thinking employers should provide forums where policies can be discussed among th

82、e workforce,as well as offer transparency over any changes to the flexibility they offer.time tops location.Flexible working time is often associated with working from home.However,the Workmonitor survey shows that in many cases flexible working time is more valued than a flexible working location.T

83、his finding could be key to employers who want more of their staff in the office without compromising on the flexibility workers are now used to.Organizations should consider giving staff greater control over their working time to reduce potential tension over location.This could be through setting

84、project targets over traditional presence-based management.Enabling people to leave when they have met the days targets rather than make them stay for a set time could pay great dividends here.connect with your team.While demands for flexibility are a global trend,there are distinct geographic and g

85、enerational differences.As teams continue to become more globalized,managers need to build connections with team members in different markets,find out what they value,and use this knowledge to create equitable global workplaces.Offering more creative and flexible approaches to working time and locat

86、ion could open the door to a wider talent pool and increase talent retention,while restrictive approaches are more likely to close them.key learnings.flexibilityworkmonitor 2024 26foreword key findings global themes looking ahead about the survey appendixequity&understanding.workmonitor 2024 27forew

87、ord key findings global themes looking ahead about the survey appendixequity&understanding.The theme of belonging continues to dominate what workers want,with many favoring employers whose opinions,values and worldviews reflect their own and who actively improve equity in the workplace.Equity in the

88、 workplace is different from equality.Equity is about taking action to ensure all individuals have the same access to opportunity.This is reflected in the finding that workers wish to bring their full selves to work.They want their backgrounds,circumstances and preferences respected.What is more,the

89、y are willing to build connections and work in partnership with employers to create equitable workplaces.Both concepts,equity and partnership,form a golden thread running through all the findings of this years report.I feel my employers values and purpose align with my own70%my current employers val

90、ues and purpose are important66%foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024 28what makes a difference in an equitable workplace?When asked to rank workplace equity policies most important to them,respondents put gender pay equity far ahead of all other

91、 equity,diversity,inclusion and belonging(EDI&B)initiatives and policies(65%).Family leave for all talent ranked second,followed by the desire to be part of a diverse workforce.The latter should also be reflected at the highest level by a diverse leadership team and be outwardly visible through the

92、companys corporate social responsibility initiatives.Nonetheless,respondents weighed in on issues such as pay,parental leave policies and the corporate values slightly more cautiously than last year.This could potentially be a reflection of greater economic pressures and fear of job losses,emanating

93、 from the polycrises the world has experienced.most important EDI&B initiatives and policies offered by a current or potential employer(ranked as top three priorities by talent)gender pay equityfamily leave for all talentdiverse workforcepeople with diverse backgrounds in leadershipcorporate social

94、responsibility37%36%42%45%65%workmonitor 2024 29foreword key findings global themes looking ahead about the survey appendixworldview alignment.While the importance of worldview has declined slightly since 2023,two-thirds of respondents still rate it very highly for their current jobs.7 in 10 say tha

95、t their employers values and purpose align with their own,for instance,in areas such as sustainability,diversity and transparency.The Americas stand out with nearly three-quarters of respondents saying they align with their employers(Latin America:74%,North America:73%).For their next job move,38%of

96、 those surveyed stated that they would not accept a job if they did not agree with the viewpoints of the companys leadership,with this sentiment highest in APAC(43%).The same share(38%)would not opt for an employer whose values on social and environmental issues didnt align with their own,down from

97、42%in 2023.This was expressed most strongly in APAC and Latin America,at 46%and 45%,respectively.I wouldnt accept a job ifworldview alignment is key for future job moves35%the organization wasnt making a proactive effort to become more sustainable37%the organization wasnt making a proactive effort t

98、o improve its diversity and equity38%the business doesnt align with my social and environmental values38%I didnt agree with the viewpoints of the leadershipworkmonitor 2024 30foreword key findings global themes looking ahead about the survey appendixshared responsibilities.Globally,more than a third

99、 of respondents wouldnt work for companies that arent looking to improve diversity and equity(37%),or sustainability(35%).However,there was a drop of 7 percentage points from last year.That said,workers dont put the entire onus for realizing these ambitions on employers.While they say companies shou

100、ld take the lead on improving equity,diversity and the environmental footprint,most agree that the responsibility for boosting mental health and work motivation sits squarely in the workers court.In areas such as work-life balance and career advancement,people view a more even split of responsibilit

101、ies,suggesting a partnership approach.the understanding gap.When it comes to aligned values and worldviews,one important issue emerges:understanding.Almost a third(29%)of all respondents say their employer doesnt understand their generation.This perceived lack of connection may explain to some exten

102、t why a quarter of respondents also feel uncomfortable sharing their viewpoints due to fear of judgment or discrimination(26%).In addition,more than half of all respondents(55%)are hiding aspects of themselves at work.Gen Z and Millennials exceed this average markedly,underlining that employers have

103、 to put greater emphasis on winning them over.my employer doesnt understand my generation24%21%baby boomergen xmillennialgen z40%34%workmonitor 2024 31foreword key findings global themes looking ahead about the survey appendixtime to reflect?Significant numbers of colleagues would not accept a job i

104、f the business did not align with their social and environmental values.While this does not make up the majority of the workforce,it is a high enough percentage for organizations to take notice if they wish to be an employer of choice.%47gen z%41millennial%34gen x%34baby boomers32%northwestern europ

105、e34%southern europe32%north america45%latin america 39%eastern europe 46%apacI dont feel comfortable sharing personal viewpoints due to fear of judgment or discrimination%2667%gen z51%gen x61%millennial45%baby boomersI hide aspects of myself at workby numbers.equity&understandingforewordhomeaboutthe

106、surveykeyfindingsglobalthemeslookingaheadappendixworkmonitor 2024 32foreword key findings global themes looking ahead about the survey appendixunderstanding each other.Interestingly,workers have relatively clear views on whether they or their employers are responsible for addressing certain challeng

107、es.As with other areas highlighted in the report,nuanced approaches will be required in order for employers to strike the right balance.by numbers.equity&understandingworkeremployer18%52%20%19%54%27%37%22%50%23%42%35%29%20%45%47%improving equitywork motivationimproving diversitycareer advancementimp

108、roving environmental footprinttraining and upskillingimproving work-life balancemental healthworkmonitor 2024 33foreword key findings global themes looking ahead about the survey appendix1.2.3.talent of all generations wants to belong.Workers want to identify with the organization they work for.Whil

109、e there has been a slight decline in numbers,the need for an equitable workplace and employers who care about them and the things they value remains strong.Understanding the motivations and needs of different generations and groups will be critical for talent attraction and retention.By generating s

110、paces for conversations employers can better align with multigenerational and multinational teams.Creating business resource groups is also an effective way to nurture a sense of belonging.bringing your full self into work is a fundamental desire.A third of workers dont feel that they can bring thei

111、r full selves into work,and a fifth say they have different work and private personalities.Part of this may be down to not being able to share their viewpoints for fear of recriminations.For employers,these trends underline an imbalance in corporate culture they must proactively tackle.And while tal

112、ent is more cautious about changing jobs during this time of uncertainty,our previous Workmonitor reports have shown they are more apt to do so when the economy improves.Employers should take a long-term view if they wish to boost retention.talent wants to connect with employers.Workers do not expec

113、t to sit back and let their employers struggle alone to meet their demands for equity,understanding and alignment on social and environmental values.Our data shows that people are willing to do their part to help with the improvements needed.This willingness enables employers to draw on this energy

114、and involve talent in anything from advocacy to policymaking.By creating more opportunities for workers toparticipate,companies can make significant progress on equity and inclusion while boosting overall workforce engagement.key learnings.equity&understandingworkmonitor 2024 34foreword key findings

115、 global themes looking ahead about the survey appendixartificial intelligence&skilling.workmonitor 2024 35foreword key findings global themes looking ahead about the survey appendix72%training and development is important for my current job and potential future employmentsartificial intelligence&ski

116、lling.The threats and opportunities of AI are looming large for many workers.When coupled with rapid changes to job profiles and in-demand skill sets,its no surprise that our data confirm many workers are prioritizing their professional development.By doing so,they hope to be ready for the transform

117、ations unfolding in the world of work.The increasing adoption of AI has made a particularly strong impact on the perceived need for(re)skilling,but it is not the only area that interests workers.workmonitor 2024 36foreword key findings global themes looking ahead about the survey appendixworkmonitor

118、 2024AI development is top priority for talent.Nearly three-quarters of respondents said they value training and development,both in their current role and when considering future opportunities(72%).Regionally,more people in Latin America(87%)expressed this requirement than in other parts of the wor

119、ld.Among different generations,Gen Z and Millennials were most outspoken about the value of training(80%and 79%,respectively).Those working in IT(79%)and financial services(76%)expressed similar sentiments.AI,IT and tech literacy together make up nearly 60%of the top skills workers want to develop(2

120、9%each).This is followed by wellbeing and mindfulness,which reflects the importance of work-life balance,considering that more than half of workers would not take a job that negatively affects this.Around a fifth of respondents ranked communication and presentation skills(22%),and management and lea

121、dership skills(21%)among the top three skills they want to develop.Only two of the top five skills rated as most important by talent are hard skills(AI and IT),while the others are soft skills.%36I would not accept a job that doesnt offer learning and development opportunities%34I would quit a job i

122、f my employer didnt support my career ambitionI would quit a job if I wasnt offered learning and development opportunities to future-proof my skills%29forewordhomeaboutthesurveykeyfindingsglobalthemeslookingaheadappendixworkmonitor 2024 37foreword key findings global themes looking ahead about the s

123、urvey appendix52%my employer is helping me develop future-proof skills for my career(for example,AI)future-proofing skills is non-negotiable for workers.More than a third of workers(36%)go as far as saying that they would not accept a job if it didnt offer learning and development opportunities.APAC

124、 and Latin America again stand out,with a higher-than-average proportion of workers there expressing this view(41%and 45%,respectively).Similarly,younger generations feel more strongly about learning and development than older workers,with Gen Z scoring 48%and Millennials 41%.Given the impact of dig

125、italization and automation in many industrial settings,it is not surprising that more operational workers(39%)believe learning and development are more vital to their careers than their peers in knowledge-based segments.Among the different sectors surveyed,IT services(47%),construction workers(44%)a

126、nd those in financial services(42%)were the top three groups most likely to decline a job that lacked L&D support.Around a third(29%)of all those surveyed would even go as far as quitting a job if they werent offered skilling opportunities to future-proof their careers.workmonitor 2024 38foreword ke

127、y findings global themes looking ahead about the survey appendixdeveloping skills in partnership.The good news is that most organizations appear to be aligned in what they are offering and what workers are looking for.More than two-thirds(69%)are happy with the level of training their employer provi

128、des,and 52%are confident that their employers will help develop their skills for the future.For a third of respondents,training and development opportunities have even increased in the past year.However,that still leaves quite some room for improvement for those who dont feel they are getting enough

129、 training.In this context,workers,again,see a role for themselves not just their employers for training and upskilling,underlining the partnership theme highlighted throughout this years report.workers are also willing to take responsibility for training&upskilling:thinking about your current role,b

130、etween you and your employer,where do you think the responsibility lies for training and upskilling?worker employer42%23%workmonitor 2024 39foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024most desired skills.When asked which L&D opportunities they were most

131、 interested in,workers were most likely to place the following options in their top three,highlighting the importance of soft skills in todays workplaces:development high on the agenda.Training and development are important to talent in both their current and potential future jobs,though there is so

132、me regional and generational variance.northwestern europesouthern europenorth americalatin america eastern europe apac63%77%67%87%75%72%80gen z%79millennial%70gen x%61baby boomersby numbers.artificial intelligence&skilling29%IT and tech literacy23%wellbeing and mindfulness 22%communication and prese

133、ntation skills21%management and leadership skills 29%artificial intelligenceworkmonitor 2024 40foreword key findings global themes looking ahead about the survey appendixby numbers.artificial intelligence&skillingsector split.While operational and professional workers showed similar desires to progr

134、ess,some industries prioritized training and development more than others.Workers in IT,construction and financial services were most inclined to say they wouldnt accept a job if it didnt offer L&D opportunities to future-proof their skills.34%36%39%gray collarwhite collarblue collarI would not acce

135、pt a job that didnt offer learning and development opportunities job type47%top 3 sector performers IT services44%construction42%financial servicesworkmonitor 2024 41foreword key findings global themes looking ahead about the survey appendix1.2.3.skilling bolsters retention.Training and development

136、opportunities are non-negotiable for talent,many of whom would even consider quitting a current job or not making a future career move if this box wasnt ticked.For employers,this suggests they may need to reassess if adequate opportunities to upskill or reskill are available to all.In a dynamic worl

137、d of work,employers must ensure skilling is available to the workforce.Customized learning curricula will help workers assess for gaps in their skill sets and remedy these in a systematic way.AI is in focus.Training is especially important as digitalization and automation AI in particular disrupt tr

138、aditional jobs,especially,though not exclusively,among operational workers.Employers should take actions to address this need to stay competitive,which will,in turn,keep their workers relevant in a rapidly evolving world of work.Businesses must identify the areas in their operations where AI is like

139、ly to have the biggest impact.They can then identify knowledge gaps and give workers the skills they need to navigate changes.partners in development.Workers dont put the onus for training on their employer alone.They are willing to take some responsibility for evolving their skill sets in partnersh

140、ip with employers.Creating effective,practical mechanisms for workers feedback where they can speak about both the training they desire and the quality of the skilling solutions offered can help improve and raise engagement with these programs.By creating a true partnership with their talent,employ-

141、ers ensure that both parties have access to the skills and knowledge they need in the years to come.key learnings.artificial intelligence&skillingworkmonitor 2024 42foreword key findings global themes looking ahead about the survey appendixlooking ahead.workmonitor 2024 43foreword key findings globa

142、l themes looking ahead about the survey appendixlooking ahead.In these dynamic times,a new talent ABC is emerging for employers.Changes will come even more rapidly in the days ahead as AI,digitization and shifting workforce attitudes rearrange the global economy and labor market.For employers,the ne

143、ed to attract,develop and retain great talent is more urgent than ever.Yet,there is no one-size-fits-all solution as workers ambitions,motivations and priorities are becoming more fragmented.This creates new levels of complexity and demands more creative approaches from employers looking to improve

144、their talent experience.However,three fundamental measures can help bring employers and talent closer together:alignment with ambitions,providing balance and the forging of stronger connections.aligning with ambition.As ambition is no longer viewed in its traditional sense of career progression with

145、 talent putting work-life balance,flexibility,equity and skills at the heart of career decisions organizations must evaluate if the opportunities they are offering align with what their people want.They need to look after workers who are content in their role but still want to develop their skills,a

146、s well as those with more progression-based career goals and everyone in between.providing balance.While talent still wants flexibility in where and when they work,significant numbers of respondents have indicated their employer requires them to work from set locations at set times.Despite commercia

147、l pressures and a volatile economy,meeting demands for flexibility will be vital for organizations that wish to attract the best talent.They should consider revamping processes to accommodate a more flexible working world.forging a stronger connection.A key takeaway from Workmonitor 2024 is that tal

148、ent wants to forge deep connections with equitable employers.People want to bring their whole selves to work,yet many feel unable to do so.Establishing strong communication channels will allow employers to better understand what might allow individuals to do so.Having conversations is not hard.Howev

149、er,ensuring colleagues feel the connection they desire will require dedicated efforts from leaders.“With an improved understanding of what talent wants,organizations can build more equitable workplaces as well as stronger,more trusting relationships with their people.”Addressing all three of these a

150、reas will not be easy.But in a world of talent scarcity,doing so will be a key differentiator for organizations.By learning the new talent ABC,they can set themselves apart as employers of choice and drive the talent agenda of tomorrow.workmonitor 2024 44foreword key findings global themes looking a

151、head about the survey appendixabout the survey.forewordhomeaboutthesurveykeyfindingsglobalthemeslookingaheadappendixforeword key findings global themes looking ahead about the survey appendixworkmonitor 2024 45about the survey.The Randstad Workmonitor,now in its 21st year,explores the views of worki

152、ng people in 34 markets across Europe,Asia-Pacific and the Americas.It aims to provide an inside look at their attitudes,ambitions and expectations as the world of work continues to transform.Through this comprehensive study,we want to hear and share the voice of talent about what they want and expe

153、ct from their employers and how willing they are to ask for it.The study conceptualizes and measures the gap between the reality and the wishes of the global workforce and tracks how this changes over time.It is conducted online among respondents aged 1867 who are either employed for at least 24 hou

154、rs per week,sole traders,or unemployed but considering looking for a job in the future.The minimum sample size is 500interviews per market.Dynata is used for sampling purposes.The survey for our 2024 study was conducted between October 23 and November 11,2023 among 27,000 workers in Argentina,Austra

155、lia,Austria,Belgium,Brazil,Canada,Chile,China,Czech Republic,Denmark,France,Germany,Greece,Hong Kong SAR,Hungary,India,Italy,Japan,Luxembourg,Malaysia,Mexico,the Netherlands,New Zealand,Norway,Poland,Portugal,Romania,Singapore,Spain,Sweden,Switzerland,Trkiye,the United Kingdom and the United States.

156、1867year old people34markets27,000workers surveyedforeword key findings global themes looking ahead about the survey appendixworkmonitor 2024 46appendix.workmonitor 2024 47foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024 48foreword key findings global theme

157、s looking ahead about the survey appendixselect a market.argentinaaustraliaaustriabelgiumbrazilcanadachilechinaczech republicdenmarkfrancegermanygreecehongkongSARhungaryindiaitalyjapanluxembourgmalaysiamexiconetherlandsnew zealandnorwaypolandportugalromaniasingaporespainswedenswitzerlandtrkiyeunited

158、 kingdomunited states Back to the overviewargentina.motivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.65%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 52%(47%gl

159、obal)I am worried about losing my job 48%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 36%(51%global)I would quit a job if it didnt offer career progression opportunities 42%(35%global)I feel I can be open with my employer about wanting to pr

160、ogress quickly in my career 50%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 60%(57%global)I would quit a job if it was preventing me from enjoying my life 44%(48%global)The top 3 most important factors when thinking about current or future employment

161、 are:The pay 95%(93%global)Work-life balance 94%(93%global)Job security 91%(89%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 35%(37%global)working hours 39%(41%global)Id c

162、onsider quitting my job if my employer asked me to spend more time working in the office 30%(37%global)Being able to work from home is a non-negotiable for me 33%(39%global)My employer isnt providing enough flexibility around working from home 38%(42%global)In the past few months,my employer has bec

163、ome stricter about making sure staff come into the office 34%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 24%(37%global)My employer expects me to be in the office more now than six months ago 33%(35%global)79%of

164、 workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agree with the viewpoints

165、of the leadership 35%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 38%(37%global)with a business that doesnt align with my values on social and environmental issues 38%(38%global)Top 3 most important in a potential or current employers EDIB initia

166、tives and policies:76%gender pay equity(65%global)48%family leave for all talent(45%global)47%corporate social responsibility(36%global)Who is responsible for:Improving equity 10%worker/60%employer(18%/52%global)Improving work-life balance 40%worker/26%employer(35%/29%global)My motivation at work 46

167、%worker/19%employer(45%/20%global)Advancing in ones career 29%worker/39%employer(27%/37%global)My employer doesnt understand my generation 22%(29%global)I hide aspects of myself at work 55%(55%global)AI&skillingTalent continues to prioritize the future-proofing of their skills,particularly in light

168、of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)50%(52%global)42%would not accept a job if it didnt offer L&D opportunities to future-proof skills(36%global)I would quit a job if I wasnt offered learning and development opportunities to fut

169、ure-proof my skills(e.g.AI)32%(29%global)Who is responsible for:Training&upskilling 20%worker/45%employer(23%/42%global)The learning and development opportunities workers are most interested in:AI 49%(29%global)IT and tech literacy 40%(29%global)Data science/analytics 24%(17%global)Programming/codin

170、g 22%(18%global)Management and leadership skills 21%(21%global)49%are interested in learning and development opportunities focused on AIforeword key findings global themes looking ahead about the survey appendixworkmonitor 2024 49 appendix Back to the overviewmotivation&ambitionAmbition is more than

171、 climbing the career ladder and talents motivation is not necessarily driven by promotions.44%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 61%(47%global)I am worried about losing my job 44%(45%global)If I find a role I like,Im happy to stay

172、 in it,even if theres no room to progress or develop 51%(51%global)I would quit a job if it didnt offer career progression opportunities 31%(35%global)I feel I can be open with my employer about wanting to progress quickly in my career 43%(46%global)I wouldnt accept a job if I thought it would negat

173、ively affect my work-life balance 56%(57%global)I would quit a job if it was preventing me from enjoying my life 49%(48%global)The top 3 most important factors when thinking about current or future employment are:Work-life balance 95%(93%global)The pay 93%(93%global)Job security 89%(89%global)flexib

174、ilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 44%(37%global)working hours 43%(41%global)Id consider quitting my job if my employer asked me to spend more time working in the office 56%

175、(37%global)Being able to work from home is a non-negotiable for me 55%(39%global)My employer isnt providing enough flexibility around working from home 46%(42%global)In the past few months,my employer has become stricter about making sure staff come into the office 62%(41%global)Ive made arrangement

176、s in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 63%(37%global)My employer expects me to be in the office more now than six months ago 37%(35%global)83%of workers work in the same location as their colleagues(82%global)equity&understandingTalent

177、is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agree with the viewpoints of the leadership 35%(38%global)if the organization wasnt making a proactive effort to impro

178、ve its diversity and equity 36%(37%global)with a business that doesnt align with my values on social and environmental issues 35%(38%global)Top 3 most important in a potential or current employers EDIB initiatives and policies:56%family leave for all talent(45%global)55%gender pay equity(65%global)4

179、9%diverse workforce(42%global)Who is responsible for:Improving equity 47%worker/20%employer(18%/52%global)Improving work-life balance 57%worker/11%employer(35%/29%global)My motivation at work 47%worker/10%employer(45%/20%global)Advancing in ones career 49%worker/13%employer(27%/37%global)My employer

180、 doesnt understand my generation 34%(29%global)I hide aspects of myself at work 59%(55%global)AI&skillingTalent continues to prioritize the future-proofing of their skills,particularly in light of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.A

181、I)50%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 34%(36%global)I would quit a job if I wasnt offered learning and development opportunities to future-proof my skills(e.g.AI)28%(29%global)Who is responsible for:Training&upskilling 42%worker/25%employ

182、er(23%/42%global)The learning and development opportunities workers are most interested in:Wellbeing and mindfulness,Management and leadership skills,Coaching and mentoring 25%(23%,21%,20%global)AI 23%(29%global)IT and tech literacy 22%(29%global)Communication and presentation skills 20%(22%global)P

183、rogramming/coding 17%(18%global)55%say being able to work from home is a non-negotiable for themaustralia.foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024 50 appendix Back to the overviewaustria.60%think their employer isnt providing enough flexibility arou

184、nd working from homemotivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.50%feel ambitious about their career right now(56%global)68%want to take on more managerial responsibilities(47%global)I am worried about losing my j

185、ob 43%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 56%(51%global)I would quit a job if it didnt offer career progression opportunities 26%(35%global)I feel I can be open with my employer about wanting to progress quickly in my career 57%(46%

186、global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 56%(57%global)I would quit a job if it was preventing me from enjoying my life 44%(48%global)The top 3 most important factors when thinking about current or future employment are:The pay 92%(93%global)Job secu

187、rity 88%(89%global)Mental health support 87%(83%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 32%(37%global)working hours 39%(41%global)Id consider quitting my job if my e

188、mployer asked me to spend more time working in the office 50%(37%global)Being able to work from home is a non-negotiable for me 55%(39%global)My employer isnt providing enough flexibility around working from home 60%(42%global)66%say that in the past few months,their employer has become stricter abo

189、ut making sure staff come into the office (41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 68%(37%global)My employer expects me to be in the office more now than six months ago 32%(35%global)83%of workers work in th

190、e same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agree with the viewpoints of the leadership 3

191、6%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 31%(37%global)with a business that doesnt align with my values on social and environmental issues 32%(38%global)Top 3 most important in a potential or current employers EDIB initiatives and policies:

192、78%gender pay equity(65%global)55%corporate social responsibility(36%global)43%family leave for all talent(45%global)Who is responsible for:Improving equity 45%worker/22%employer(18%/52%global)Improving work-life balance 61%worker/11%employer(35%/29%global)My motivation at work 57%worker/6%employer(

193、45%/20%global)Advancing in ones career 49%worker/16%employer(27%/37%global)36%feel that their employer doesnt understand their generation(29%global)I hide aspects of myself at work 48%(55%global)AI&skillingTalent continues to prioritize the future-proofing of their skills,particularly in light of th

194、e widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)45%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 26%(36%global)I would quit a job if I wasnt offered learning and development opportunities to futur

195、e-proof my skills(e.g.AI)22%(29%global)Who is responsible for:Training&upskilling 33%worker/34%employer(23%/42%global)The learning and development opportunities workers are most interested in:Wellbeing and mindfulness 32%(23%global)Coaching and mentoring 26%(20%global)AI,IT and tech literacy&Communi

196、cation and presentation skills 24%(29%&22%global)Management and leadership skills 22%(21%global)Creative and analytical thinking 21%(15%global)foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024 51appendix Back to the overviewmotivation&ambitionAmbition is mor

197、e than climbing the career ladder and talents motivation is not necessarily driven by promotions.42%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 27%(47%global)I am worried about losing my job 48%(45%global)If I find a role I like,Im happy t

198、o stay in it,even if theres no room to progress or develop 52%(51%global)I would quit a job if it didnt offer career progression opportunities 26%(35%global)I feel I can be open with my employer about wanting to progress quickly in my career 37%(46%global)I wouldnt accept a job if I thought it would

199、 negatively affect my work-life balance 58%(57%global)I would quit a job if it was preventing me from enjoying my life 45%(48%global)The top 3 most important factors when thinking about current or future employment are:Work-life balance 93%(93%global)The pay 92%(93%global)Job security&mental health

200、support 90%(89%&83%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 36%(37%global)working hours 41%(41%global)Id consider quitting my job if my employer asked me to spend mor

201、e time working in the office 26%(37%global)Being able to work from home is a non-negotiable for me 38%(39%global)My employer isnt providing enough flexibility around working from home 31%(42%global)28%say that in the past few months,their employer has become stricter about making sure staff come int

202、o the office(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 23%(37%global)My employer expects me to be in the office more now than six months ago 31%(35%global)85%of workers work in the same location as their colle

203、agues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agree with the viewpoints of the leadership 36%(38%global)if the organizati

204、on wasnt making a proactive effort to improve its diversity and equity 29%(37%global)with a business that doesnt align with my values on social and environmental issues 36%(38%global)Top 3 most important in a potential or current employers EDIB initiatives and policies:74%gender pay equity(65%global

205、)52%family leave for all talent(45%global)39%diverse workforce(42%global)Who is responsible for:Improving equity 10%worker/55%employer(18%/52%global)Improving work-life balance 28%worker/36%employer(35%/29%global)My motivation at work 47%worker/18%employer(45%/20%global)Advancing in ones career 22%w

206、orker/37%employer(27%/37%global)My employer doesnt understand my generation 24%(29%global)I hide aspects of myself at work 48%(55%global)AI&skillingTalent continues to prioritize the future-proofing of their skills,particularly in light of the widespread adoption of AI.My employer is helping me deve

207、lop future-proof skills for my career(e.g.AI)50%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 30%(36%global)I would quit a job if I wasnt offered learning and development opportunities to future-proof my skills(e.g.AI)22%(29%global)Who is responsible

208、for:Training&upskilling 20%worker/46%employer(23%/42%global)The learning and development opportunities workers are most interested in:Wellbeing and mindfulness 31%(23%global)IT and tech literacy 27%(29%global)Coaching and mentoring 25%(20%global)Communication and presentation skills 22%(22%global)Em

209、pathy and active listening 21%(13%global)52%would be happy to stay in a role they liked,even if there was no room to progress or developbelgium.foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024 52appendix Back to the overview45%are interested in learning and

210、 development opportunitiesfocused on AImotivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.76%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 61%(47%global)I am wor

211、ried about losing my job 47%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 47%(51%global)I would quit a job if it didnt offer career progression opportunities 53%(35%global)I feel I can be open with my employer about wanting to progress quickl

212、y in my career 56%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 61%(57%global)I would quit a job if it was preventing me from enjoying my life 54%(48%global)The top 3 most important factors when thinking about current or future employment are:Work-lif

213、e balance&the pay 95%(93%global)Job security 93%(89%global)Mental health support&Health insurance/healthcare benefits 92%(83%&78%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I w

214、ork 38%(37%global)working hours 41%(41%global)33%would consider quitting their job if their employer asked them to spend more time working in the office(37%global)Being able to work from home is a non-negotiable for me 38%(39%global)My employer isnt providing enough flexibility around working from h

215、ome 41%(42%global)In the past few months,my employer has become stricter about making sure staff come into the office 38%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 37%(37%global)My employer expects me to be in

216、 the office more now than six months ago 47%(35%global)82%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.

217、I wouldnt accept a job:if I didnt agree with the viewpoints of the leadership 45%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 47%(37%global)With a business that doesnt align with my values on social and environmental issues 48%(38%global)Top 3 mo

218、st important in a potential or current employers EDIB initiatives and policies:70%gender pay equity(65%global)48%diverse backgrounds in leadership(37%global)41%diverse workforce(42%global)Who is responsible for:Improving equity 30%worker/43%employer(18%/52%global)Improving work-life balance 59%worke

219、r/14%employer(35%/29%global)My motivation at work 61%worker/13%employer(45%/20%global)Advancing in ones career 45%worker/25%employer(27%/37%global)My employer doesnt understand my generation 30%(29%global)I hide aspects of myself at work 42%(55%global)AI&skillingTalent continues to prioritize the fu

220、ture-proofing of their skills,particularly in light of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)59%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 48%(36%global)42%would quit a job if they

221、werent offered learning and development opportunities to future-proof their skills(e.g.AI)(29%global)Who is responsible for:Training&upskilling 37%worker/24%employer(23%/42%global)The learning and development opportunities workers are most interested in:AI 45%(29%global)IT and tech literacy 34%(29%g

222、lobal)Communication and presentation skills 26%(22%global)Management and leadership skills 25%(21%global)Programming/coding,Data science/analytics,Data privacy and cybersecurity 18%(18%,17%,16%global)brazil.foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024 5

223、3appendix Back to the overviewmotivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.51%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 52%(47%global)I am worried abou

224、t losing my job 44%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 52%(51%global)I would quit a job if it didnt offer career progression opportunities 32%(35%global)I feel I can be open with my employer about wanting to progress quickly in my c

225、areer 52%(46%global)58%wouldnt accept a job if it would negatively affect their work-life balance(57%global)I would quit a job if it was preventing me from enjoying my life 47%(48%global)The top 3 most important factors when thinking about current or future employment are:Work-life balance&the pay 9

226、3%(93%global)Job security 86%(89%global)Health insurance/healthcare benefits 85%(78%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 38%(37%global)working hours 42%(41%global

227、)Id consider quitting my job if my employer asked me to spend more time working in the office 41%(37%global)Being able to work from home is a non-negotiable for me 47%(39%global)My employer isnt providing enough flexibility around working from home 52%(42%global)In the past few months,my employer ha

228、s become stricter about making sure staff come into the office 55%(41%global)50%have made arrangements in their life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay(37%global)My employer expects me to be in the office more now than six months ago 30%(35%glob

229、al)83%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agree with the vie

230、wpoints of the leadership 35%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 32%(37%global)with a business that doesnt align with my values on social and environmental issues 33%(38%global)Top 3 most important in a potential or current employers EDI

231、B initiatives and policies:64%gender pay equity(65%global)52%family leave for all talent(45%global)48%diverse workforce(42%global)Who is responsible for:Improving equity 31%worker/33%employer(18%/52%global)Improving work-life balance 48%worker/17%employer(35%/29%global)My motivation at work 44%worke

232、r/14%employer(45%/20%global)Advancing in ones career 38%worker/22%employer(27%/37%global)My employer doesnt understand my generation 27%(29%global)59%hide aspects of themselves at work(55%global)AI&skillingTalent continues to prioritize the future-proofing of their skills,particularly in light of th

233、e widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)47%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 32%(36%global)I would quit a job if I wasnt offered learning and development opportunities to futur

234、e-proof my skills(e.g.AI)23%(29%global)Who is responsible for:Training&upskilling 28%worker/33%employer(23%/42%global)The learning and development opportunities workers are most interested in:AI,IT and tech literacy&Wellbeing and mindfulness 26%(29%&23%global)Management and leadership skills 25%(21%

235、global)Coaching and mentoring 23%(20%global)Communication and presentation skills 19%(22%global)Data science/analytics 17%(17%global)42%wouldnt accept a job if it didnt provide flexibility around working hourscanada.foreword key findings global themes looking ahead about the survey appendixworkmonit

236、or 2024 54appendix Back to the overviewchile.motivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.71%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 51%(47%global)I

237、am worried about losing my job 54%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 35%(51%global)I would quit a job if it didnt offer career progression opportunities 45%(35%global)I feel I can be open with my employer about wanting to progress

238、quickly in my career 52%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 59%(57%global)I would quit a job if it was preventing me from enjoying my life 51%(48%global)The top 3 most important factors when thinking about current or future employment are:Wo

239、rk-life balance&The pay 94%(93%global)Job security 93%(89%global)Mental health support 89%(83%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 35%(37%global)working hours 41%

240、(41%global)Id consider quitting my job if my employer asked me to spend more time working in the office 36%(37%global)Being able to work from home is a non-negotiable for me 34%(39%global)My employer isnt providing enough flexibility around working from home 38%(42%global)In the past few months,my e

241、mployer has become stricter about making sure staff come into the office 34%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 31%(37%global)40%say their employer expects them to be in the office more now than six mon

242、ths ago(35%global)73%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agr

243、ee with the viewpoints of the leadership 41%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 43%(37%global)with a business that doesnt align with my values on social and environmental issues 47%(38%global)Top 3 most important in a potential or curren

244、t employers EDIB initiatives and policies:73%gender pay equity(65%global)49%corporate social responsibility(36%global)38%non-discrimination policies(on the website/in job ads)(30%global)Who is responsible for:Improving equity 10%worker/62%employer(18%/52%global)Improving work-life balance 34%worker/

245、33%employer(35%/29%global)My motivation at work 41%worker/23%employer(45%/20%global)Advancing in ones career 22%worker/44%employer(27%/37%global)My employer doesnt understand my generation 25%(29%global)I hide aspects of myself at work 60%(55%global)AI&skillingTalent continues to prioritize the futu

246、re-proofing of their skills,particularly in light of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)52%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 43%(36%global)I would quit a job if I wasnt

247、offered learning and development opportunities to future-proof my skills(e.g.AI)35%(29%global)Who is responsible for:Training&upskilling 18%worker/46%employer(23%/42%global)The learning and development opportunities workers are most interested in:AI,IT and tech literacy 42%(29%global)Management and

248、leadership skills 25%(21%global)Coaching and mentoring 22%(20%global)Data science/analytics 21%(17%global)Programming/coding 19%(18%global)43%would not accept a job if it didnt offer L&D opportunities to future-proof skillsforeword key findings global themes looking ahead about the survey appendixwo

249、rkmonitor 2024 55appendix Back to the overviewchina.50%wouldnt accept a job if it didnt provide flexibility around locationmotivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.80%feel ambitious about their career right now

250、(56%global)I want to take on more managerial responsibilities 71%(47%global)I am worried about losing my job 63%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 53%(51%global)I would quit a job if it didnt offer career progression opportunities

251、55%(35%global)I feel I can be open with my employer about wanting to progress quickly in my career 60%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 45%(57%global)I would quit a job if it was preventing me from enjoying my life 47%(48%global)The top 3

252、most important factors when thinking about current or future employment are:The pay 90%(93%global)Work-life balance 89%(93%global)Job security&Health insurance/healthcare benefits 87%(89%&78%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt

253、 accept a job if it didnt provide flexibility around:where I work 50%(37%global)working hours 47%(41%global)Id consider quitting my job if my employer asked me to spend more time working in the office 39%(37%global)Being able to work from home is a non-negotiable for me 35%(39%global)My employer isn

254、t providing enough flexibility around working from home 47%(42%global)In the past few months,my employer has become stricter about making sure staff come into the office 45%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here t

255、o stay 43%(37%global)54%say their employer expects them to be in the office more now than six months ago(35%global)92%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves a

256、nd work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agree with the viewpoints of the leadership 42%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 45%(37%global)With a business that doesnt align with my valu

257、es on social and environmental issues 51%(38%global)Top 3 most important in a potential or current employers EDIB initiatives and policies:48%diverse workforce(42%global)43%gender pay equity(65%global)42%family leave for all talent(45%global)Who is responsible for:Improving equity 8%worker/75%employ

258、er(18%/52%global)Improving work-life balance 16%worker/61%employer(35%/29%global)My motivation at work 28%worker/49%employer(45%/20%global)Advancing in ones career 11%worker/68%employer(27%/37%global)My employer doesnt understand my generation 40%(29%global)I hide aspects of myself at work 70%(55%gl

259、obal)AI&skillingTalent continues to prioritize the future-proofing of their skills,particularly in light of the widespread adoption of AI.81%say their employer is helping them develop future-proof skills for my career(e.g.AI)(52%global)I would not accept a job if it didnt offer L&D opportunities to

260、future-proof skills 45%(36%global)I would quit a job if I wasnt offered learning and development opportunities to future-proof my skills(e.g.AI)48%(29%global)Who is responsible for:Training&upskilling 8%worker/73%employer(23%/42%global)The learning and development opportunities workers are most inte

261、rested in:AI&Data science/analytics 30%(29%&17%global)Communication and presentation skills 29%(22%global)Software project management 28%(15%global)Data privacy and cybersecurity 26%(16%global)IT and tech literacy 25%(29%global)foreword key findings global themes looking ahead about the survey appen

262、dixworkmonitor 2024 56appendix Back to the overviewmotivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.39%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 26%(47%glo

263、bal)I am worried about losing my job 45%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 52%(51%global)I would quit a job if it didnt offer career progression opportunities 23%(35%global)I feel I can be open with my employer about wanting to pro

264、gress quickly in my career 26%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 52%(57%global)I would quit a job if it was preventing me from enjoying my life 42%(48%global)The top 3 most important factors when thinking about current or future employment

265、are:Job security 92%(89%global)The pay 90%(93%global)Work-life balance&Mental health support 89%(93%&83%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 21%(37%global)working

266、 hours 27%(41%global)Id consider quitting my job if my employer asked me to spend more time working in the office 30%(37%global)Being able to work from home is a non-negotiable for me 25%(39%global)My employer isnt providing enough flexibility around working from home 39%(42%global)27%say that in th

267、e past few months,their employer has become stricter about making sure staff come into the office(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 17%(37%global)My employer expects me to be in the office more now tha

268、n six months ago 20%(35%global)85%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:i

269、f I didnt agree with the viewpoints of the leadership 37%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 27%(37%global)with a business that doesnt align with my values on social and environmental issues 28%(38%global)Top 3 most important in a potent

270、ial or current employers EDIB initiatives and policies:74%gender pay equity(65%global)57%family leave for all talent(45%global)42%diverse workforce(42%global)Who is responsible for:Improving equity 8%worker/67%employer(18%/52%global)Improving work-life balance 31%worker/33%employer(35%/29%global)My

271、motivation at work 45%worker/24%employer(45%/20%global)Advancing in ones career 15%worker/49%employer(27%/37%global)My employer doesnt understand my generation 19%(29%global)I hide aspects of myself at work 52%(55%global)AI&skillingTalent continues to prioritize the future-proofing of their skills,p

272、articularly in light of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)45%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 23%(36%global)I would quit a job if I wasnt offered learning and developm

273、ent opportunities to future-proof my skills(e.g.AI)21%(29%global)Who is responsible for:Training&upskilling 13%worker/60%employer(23%/42%global)The learning and development opportunities workers are most interested in:Communication and presentation skills 33%(22%global)IT and tech literacy 28%(29%gl

274、obal)Management and leadership skills 23%(21%global)AI 22%(29%global)Wellbeing and mindfulness,Creative and analytical thinking,Empathy and active listening 20%(23%,15%,13%global)czech republic.26%want to take on more managerial responsibilitiesforeword key findings global themes looking ahead about

275、 the survey appendixworkmonitor 2024 57appendix Back to the overviewmotivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.46%feel ambitious about their career right now(56%global)I want to take on more managerial responsibi

276、lities 33%(47%global)I am worried about losing my job 54%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 58%(51%global)I would quit a job if it didnt offer career progression opportunities 27%(35%global)I feel I can be open with my employer abo

277、ut wanting to progress quickly in my career 44%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 60%(57%global)I would quit a job if it was preventing me from enjoying my life 54%(48%global)The top 3 most important factors when thinking about current or f

278、uture employment are:Work-life balance 90%(93%global)The pay 83%(93%global)Working hours flexibility 81%(81%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 39%(37%global)Wor

279、king hours 50%(41%global)Id consider quitting my job if my employer asked me to spend more time working in the office 31%(37%global)Being able to work from home is a non-negotiable for me 38%(39%global)My employer isnt providing enough flexibility around working from home 35%(42%global)In the past f

280、ew months,my employer has become stricter about making sure staff come into the office 29%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 25%(37%global)My employer expects me to be in the office more now than six m

281、onths ago 24%(35%global)82%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I did

282、nt agree with the viewpoints of the leadership 38%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 34%(37%global)with a business that doesnt align with my values on social and environmental issues 38%(38%global)Top 3 most important in a potential or

283、current employers EDIB initiatives and policies:65%gender pay equity(65%global)57%diverse workforce(42%global)51%diverse backgrounds in leadership(37%global)Who is responsible for:Improving equity 6%worker/64%employer(18%/52%global)Improving work-life balance 32%worker/30%employer(35%/29%global)My m

284、otivation at work 36%worker/18%employer(45%/20%global)Advancing in ones career 20%worker/34%employer(27%/37%global)My employer doesnt understand my generation 23%(29%global)59%hide aspects of themselves at work(55%global)AI&skillingTalent continues to prioritize the future-proofing of their skills,p

285、articularly in light of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)49%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 34%(36%global)I would quit a job if I wasnt offered learning and developm

286、ent opportunities to future-proof my skills(e.g.AI)26%(29%global)Who is responsible for:Training&upskilling 13%worker/43%employer(23%/42%global)The learning and development opportunities workers are most interested in:IT and tech literacy&Communication and presentation skills 29%(29%&22%global)Wellb

287、eing and mindfulness&Coaching and mentoring 25%(23%&20%global)AI 22%(29%global)Management and leadership skills 18%(21%global)Programming/coding 15%(18%global)denmark.58%would be happy to stay in a role they liked,even if there was no room to progress or developforeword key findings global themes lo

288、oking ahead about the survey appendixworkmonitor 2024 58appendix Back to the overviewfrance.37%would not accept a job if it didnt offer L&D opportunities to future-proof skills motivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by pro

289、motions.51%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 37%(47%global)I am worried about losing my job 40%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 48%(51%global)I would quit a j

290、ob if it didnt offer career progression opportunities 35%(35%global)I feel I can be open with my employer about wanting to progress quickly in my career 38%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 57%(57%global)I would quit a job if it was preven

291、ting me from enjoying my life 48%(48%global)The top 3 most important factors when thinking about current or future employment are:Work-life balance 95%(93%global)The pay 92%(93%global)Mental health support 91%(83%global)flexibilityTalent still demands and seeks flexibility to accommodate all of thei

292、r priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 38%(37%global)Working hours 43%(41%global)Id consider quitting my job if my employer asked me to spend more time working in the office 24%(37%global)Being able to work from home is a non-negotiable for me 37%(39%

293、global)My employer isnt providing enough flexibility around working from home 36%(42%global)In the past few months,my employer has become stricter about making sure staff come into the office 24%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that worki

294、ng from home is here to stay 18%(37%global)My employer expects me to be in the office more now than six months ago 32%(35%global)85%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presentthei

295、rfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agree with the viewpoints of the leadership 39%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 39%(37%global)with a business that doesnt alig

296、n with my values on social and environmental issues 37%(38%global)Top 3 most important in a potential or current employers EDIB initiatives and policies:74%gender pay equity(65%global)41%corporate social responsibility(36%global)37%family leave for all talent(45%global)Who is responsible for:Improvi

297、ng equity 13%worker/49%employer(18%/52%global)Improving work-life balance 24%worker/34%employer(35%/29%global)My motivation at work 43%worker/21%employer(45%/20%global)Advancing in ones career 18%worker/39%employer(27%/37%global)My employer doesnt understand my generation 27%(29%global)I hide aspect

298、s of myself at work 55%(55%global)AI&skillingTalent continues to prioritize the future-proofing of their skills,particularly in light of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)53%(52%global)I would not accept a job if it didnt offer L

299、&D opportunities to future-proof skills 37%(36%global)I would quit a job if I wasnt offered learning and development opportunities to future-proof my skills(e.g.AI)29%(29%global)Who is responsible for:Training&upskilling 13%worker/42%employer(23%/42%global)The learning and development opportunities

300、workers are most interested in:Wellbeing and mindfulness 31%(23%global)IT and tech literacy 27%(29%global)AI 25%(29%global)Data privacy and cybersecurity 21%(16%global)Communication and presentation skills 20%(22%global)foreword key findings global themes looking ahead about the survey appendixworkm

301、onitor 2024 59appendix Back to the overviewmotivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.47%feel ambitious about their career right now(56%global)I want to take on more managerial responsibilities 31%(47%global)I am

302、 worried about losing my job 38%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 58%(51%global)I would quit a job if it didnt offer career progression opportunities 24%(35%global)I feel I can be open with my employer about wanting to progress qu

303、ickly in my career 42%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 53%(57%global)I would quit a job if it was preventing me from enjoying my life 41%(48%global)The top 3 most important factors when thinking about current or future employment are:The

304、pay 93%(93%global)Job security 91%(89%global)Work-life balance,Mental health support&Annual leave days 85%(93%,83%&83%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 34%(37%

305、global)working hours 40%(41%global)Id consider quitting my job if my employer asked me to spend more time working in the office 24%(37%global)Being able to work from home is a non-negotiable for me 34%(39%global)My employer isnt providing enough flexibility around working from home 32%(42%global)In

306、the past few months,my employer has become stricter about making sure staff come into the office 31%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 17%(37%global)My employer expects me to be in the office more now

307、than six months ago 30%(35%global)85%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a jo

308、b:if I didnt agree with the viewpoints of the leadership 36%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 27%(37%global)with a business that doesnt align with my values on social and environmental issues 31%(38%global)Top 3 most important in a pot

309、ential or current employers EDIB initiatives and policies:74%gender pay equity(65%global)49%corporate social responsibility(36%global)46%diverse workforce(42%global)Who is responsible for:Improving equity 8%worker/67%employer(18%/52%global)Improving work-life balance 14%worker/48%employer(35%/29%glo

310、bal)My motivation at work 44%worker/20%employer(45%/20%global)Advancing in ones career 14%worker/46%employer(27%/37%global)My employer doesnt understand my generation 22%(29%global)I hide aspects of myself at work 45%(55%global)AI&skillingTalent continues to prioritize the future-proofing of their s

311、kills,particularly in light of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)48%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 30%(36%global)I would quit a job if I wasnt offered learning and d

312、evelopment opportunities to future-proof my skills(e.g.AI)22%(29%global)Who is responsible for:Training&upskilling 14%worker/46%employer(23%/42%global)The learning and development opportunities workers are most interested in:Wellbeing and mindfulness 33%(23%global)AI 26%(29%global)IT and tech litera

313、cy 24%(29%global)Communication and presentation skills 21%(22%global)Coaching and mentoring 19%(20%global)germany.58%would be happy to stay in a role they liked,even if there was no room to progress or developforeword key findings global themes looking ahead about the survey appendixworkmonitor 2024

314、 60appendix Back to the overviewgreece.49%want to take on more managerial responsibilitiesmotivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.53%feel ambitious about their career right now(56%global)I want to take on more

315、 managerial responsibilities 49%(47%global)I am worried about losing my job 46%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 50%(51%global)I would quit a job if it didnt offer career progression opportunities 36%(35%global)I feel I can be ope

316、n with my employer about wanting to progress quickly in my career 50%(46%global)I wouldnt accept a job if I thought it would negatively affect my work-life balance 55%(57%global)I would quit a job if it was preventing me from enjoying my life 46%(48%global)The top 3 most important factors when think

317、ing about current or future employment are:Work-life balance&The pay 94%(93%global)Job security 92%(89%global)Health insurance/healthcare benefits 90%(78%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide fle

318、xibility around:where I work 26%(37%global)working hours 32%(41%global)Id consider quitting my job if my employer asked me to spend more time working in the office 29%(37%global)Being able to work from home is a non-negotiable for me 30%(39%global)46%say their employer isnt providing enough flexibil

319、ity around working from home(42%global)In the past few months,my employer has become stricter about making sure staff come into the office 31%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 22%(37%global)My employe

320、r expects me to be in the office more now than six months ago 25%(35%global)81%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equ

321、ity in the workplace.I wouldnt accept a job:if I didnt agree with the viewpoints of the leadership 38%(38%global)if the organization wasnt making a proactive effort to improve its diversity and equity 35%(37%global)with a business that doesnt align with my values on social and environmental issues 3

322、8%(38%global)Top 3 most important in a potential or current employers EDIB initiatives and policies:75%gender pay equity(65%global)64%family leave for all talent(45%global)41%corporate social responsibility(36%global)Who is responsible for:Improving equity 7%worker/67%employer(18%/52%global)Improvin

323、g work-life balance 36%worker/26%employer(35%/29%global)My motivation at work 26%worker/37%employer(45%/20%global)Advancing in ones career 12%worker/55%employer(27%/37%global)My employer doesnt understand my generation 27%(29%global)I hide aspects of myself at work 53%(55%global)AI&skillingTalent co

324、ntinues to prioritize the future-proofing of their skills,particularly in light of the widespread adoption of AI.My employer is helping me develop future-proof skills for my career(e.g.AI)44%(52%global)I would not accept a job if it didnt offer L&D opportunities to future-proof skills 33%(36%global)

325、I would quit a job if I wasnt offered learning and development opportunities to future-proof my skills(e.g.AI)30%(29%global)Who is responsible for:Training&upskilling 18%worker/33%employer(23%/42%global)The learning and development opportunities workers are most interested in:IT and tech literacy 40

326、%(29%global)AI 31%(29%global)Communication and presentation skills 29%(22%global)Coaching and mentoring 24%(20%global)Management and leadership skills 23%(21%global)foreword key findings global themes looking ahead about the survey appendixworkmonitor 2024 61appendix Back to the overviewhong kong SA

327、R.64%say their employer is helping them develop future-proof skills for their career(e.g.AI)motivation&ambitionAmbition is more than climbing the career ladder and talents motivation is not necessarily driven by promotions.51%feel ambitious about their career right now(56%global)I want to take on mo

328、re managerial responsibilities 56%(47%global)I am worried about losing my job 43%(45%global)If I find a role I like,Im happy to stay in it,even if theres no room to progress or develop 60%(51%global)I would quit a job if it didnt offer career progression opportunities 46%(35%global)I feel I can be o

329、pen with my employer about wanting to progress quickly in my career 51%(46%global)60%wouldnt accept a job if it would negatively affect their work-life balance(57%global)I would quit a job if it was preventing me from enjoying my life 57%(48%global)The top 3 most important factors when thinking abou

330、t current or future employment are:The pay 93%(93%global)Work-life balance 89%(93%global)Annual leave days 85%(83%global)flexibilityTalent still demands and seeks flexibility to accommodate all of their priorities.I wouldnt accept a job if it didnt provide flexibility around:where I work 43%(37%glob

331、al)working hours 43%(41%global)51%would consider quitting their job if their employer asked them to spend more time working in the office(37%global)Being able to work from home is a non-negotiable for me 37%(39%global)My employer isnt providing enough flexibility around working from home 49%(42%glob

332、al)In the past few months,my employer has become stricter about making sure staff come into the office 44%(41%global)Ive made arrangements in my life(e.g.moved houses,got a pet)based on the assumption that working from home is here to stay 46%(37%global)My employer expects me to be in the office mor

333、e now than six months ago 42%(35%global)87%of workers work in the same location as their colleagues(82%global)equity&understandingTalent is looking to build connectionswith employers so that they can presenttheirfull selves and work with organizationstoimprove equity in the workplace.I wouldnt accept a job:if I didnt agree with the viewpoints of the leadership 44%(38%global)if the organization was