Home Education Two-thirds of employees consider the balance between work and life more valuable...

Two-thirds of employees consider the balance between work and life more valuable than pay – FE News

26
0

Rising inflation and the cost of living crisis in the UK have put a lot of pressure on employers to raise wages and starting wages this year, but new poll suggests that there is something that employees value more than pay – the balance of work and life.

The software and payroll software provider CIPHR surveyed more than 1,000 UK workers to find out which aspects of work are most important to them. According to the results, more than two-thirds (70% of women and 65% of men) believe that work-life balance – although a term that can mean different things to different people – is more important than their pay and pay to employees combined (choose 60 % of women and 57% of men).

Job security and a sense of security in a future role or organization is third in importance for more than half of respondents, followed by job satisfaction (57% and 53% respectively).

Two-fifths (42%) of employees rank a healthy work environment (42%) among the five most valuable aspects of work. This can include many other factors, such as a sense of psychological and physical security at work, a sense of recognition, appreciation and appreciation, a sense of trust and inclusion, and what you are listening to, among others.

In contrast, only about a quarter cite career opportunities or job autonomy – freedom and confidence to do work without micro-management – as important priorities (25% and 24% respectively).

The purpose and diversity of work, as well as training and development initiatives are also, surprisingly, even further on the list of importance, selected by only one-fifth of employees (20% and 18% respectively). And less than one in 10 (9%) believe that regular training and feedback are important elements of the job.

The top 20 most important aspects of work, ranked by popularity, are:

  1. Work-life balance (67%)
  2. Payment and benefits – total package of rewards (59%)
  3. Occupational safety (57%)
  4. Job satisfaction (53%)
  5. Healthy work environment (42%)
  6. Recognition: a sense of being valued and valued (37%)
  7. Feeling safe at work (36%)
  8. Sense of inclusion / belonging at work (33%)
  9. The right to be disconnected from work outside normal hours (26%)
  10. Career opportunities / career advancement (25%)
  11. Autonomy of work – trust to perform work without microcontrol (24%)
  12. Clear goals and objectives (23%)
  13. The right tools for the job (20%)
  14. Purpose of work and diversity (20%)
  15. Learning and development initiatives (18%)
  16. Social connections (18%)
  17. Team culture (17%)
  18. Transparent leadership (15%)
  19. Fewer meetings (9%)
  20. Regular trainings and feedback (9%)

It should be noted that employee flexibility in where he works affects results (although this does not change the order of the four most important aspects of work – work-life balance, pay and benefits, job security and job satisfaction).

Work-life balance is by far the most valuable aspect of work for nearly four of the five (79%) remote workers, compared with two-thirds (66%) of workers who are either partially remote or never work from home.

The right to be disconnected from work – and not feel obliged to perform any unpaid work tasks outside the contract – is also listed above for employees who work 100% remotely, compared to those who do not (36% against 25%).

On the other hand, employees working in the office or workplace are more likely to see greater value in aspects of work related to their physical workspace and work among other people, such as in a healthy work environment (47%), in job security (40%), and a sense of inclusion and belonging to work (38%).

Hybrid employees who share their time between home and office employers seem to attach more equal importance to the relationship between their wages and benefits, job security and job satisfaction (56%, 55% and 55% respectively). For two-fifths (41%) of these workers, recognition and a sense that they are valued and valued by their employers occupy higher positions than a healthy work environment (41% compared to 39%).

Analysis of the data shows that respondents who hold management positions and senior management groups (SMT) are more likely to work remotely in one capacity or another than those who hold positions without SMT (70% vs. 50%). They also have different work priorities than other employees. For them, pay is only the fourth most important aspect of work (46%), after work-life balance (60%), job satisfaction (52%) and job security (51%).

Opinions also differ according to age and career length: people aged 24 to 44 are about 20% more likely to want a work-life balance than people aged 18 to 24 (72% vs. 51%). While people at the beginning and end of their careers are more likely to put job satisfaction above job security. Almost half (45%) of people aged 18 to 24 and two-thirds (65%) over 55 prefer a job they enjoy, even if it means it is not completely safe (39% and 55% respectively) ).

Conversely, for those aged 45 to 54, job security is more important to them than their pay and remuneration (56% compared to 52% respectively).

Having a good or healthy work-life balance is the most important aspect of work for most workers, although it is not entirely universal. People working in finance and insurance are more prone to wages and benefits than work-life balance (60% compared to 58% respectively). For those involved in IT and software, job security is above pay and benefits and a work-life balance (58% vs. 54% and 54%). And workers of production equally estimate both balance of work and life, and payment and payments (63%).

Commenting on the results, Claire Williams, chief CIPHR staffer, says: “Recent CIPHR findings emphasize that wages are often not a key factor as many think. People rarely have only one aspect of work that is most important to them: there are always many factors that determine whether a person will join, stay or leave the organization, and they will vary depending on where they are in their career. ‘era. at that time.

“Everyone has their own idea of ​​what the balance between work and life looks like. For some, it means looking for more flexibility in work – for example, flexible watches, a four-day week or remote work – while for others it is an aspiration that helps shape their career choices, the type of roles they want and the employers they want to work for. This is certainly not a new concept, but undoubtedly the pandemic has prompted many people to reconsider their priorities at work and life and change the way they want to spend their time at work.

“While employers still understand what this means in the long run, they must recognize that if they do not meet the current needs and priorities of their employees – especially in relation to any key aspects of the work they want and value – it is complete it is likely that another organization will.

“Take the time to actively listen to your employees – perhaps by conducting a survey like this – to find out what is important to them and compare these results with employees’ demographics, life stages, location and department. Integrated stack of HR technologies with sophisticated Personnel systemfor example, CIPHR HR, at its center, will help you get that holistic view of your data people.

“It will not always be possible to tick, but if you can act on feedback where possible, it will help improve the experience and interaction of staff at all levels. Do nothing and you are likely to lose staff in the long run. ”

CIPHR conducted an online survey of 1,006 employed adults in the UK from 18 to 21 May 2022. Full results are available at https://www.ciphr.com/the-most-important-aspects-of-a-job.

More than 600 organizations are using CIPHR’s comprehensive HR and HR management solutions to help manage, retain and engage staff more effectively – while reducing the administrative burden on busy HR teams.

For more information, visit www.ciphr.com.

Recommend0 recommendationsPosted in Work and leadership

Source link

Previous article“Electronic Nose” sniffs out mixtures of volatile organic compounds (VOCs) – ScienceDaily
Next articleThe U of Arkansas System brings together 2 online colleges to drive growth. Will it work?