This is one of the largest human resource surveys ever conducted globally.
One in five workers worldwide say they are likely to change employers in the next twelve months, according to the results of the Global Workforce Hopes and Fears survey conducted by PwC to 52,195 employees in 44 countries. This is one of the largest human resource surveys ever conducted globally.
The survey finds that 35% of respondents plans to ask his employer for a higher salary the next 12 months. Wage pressure is highest in the tech sector, where the 44% of employees surveyed intend to ask for a raise. The corresponding percentages are lower in the public sector (25%).
Although the salary increase is the main motivation for changing jobs (71%)the desire to work from which they derive satisfaction (69%) and in which they are truly themselves (66%) complete the top three requests for employees. Almost half (47%) prioritized being able to choose their work location.
Employees who are likely to look for a new employer next 12 months they feel correspondingly less satisfied with their current employer. Compared to those who do not intend to change jobs, they are 14% more likely to find their current job less fulfilling, 11% less likely to feel they can truly be themselves at work, and 9% less likely to feel that their financial rewards are fair
According to the survey, 65% of workers often discuss social and political issues with colleagues, with the proportion higher among younger workers (69%) and those from ethnic minorities (73%). While business leaders are sometimes uncomfortable with employees bringing potentially divisive issues into the workplace, the impact is clearly positive. 79% of those who discuss social and political issues at work reported at least one positive consequence of doing so.
The survey also showed that employees show particular interest in their employer’s impact on the economy, climate and society. Half of them (53%) consider it important that their employer operates transparently regarding its impact on the environment, while two-thirds (65%) consider that transparency regarding health and safety is equally important. A correspondingly high percentage is interested in transparency issues regarding the financial impact of the business (60%), followed by diversity and inclusion issues with 54%.
The research highlights the image of a human potential which appears polarized at various levels. Women are 7% less likely than men to say they receive satisfactory financial compensation and are 7% less likely to ask for a raise. Women are also 8% less likely to ask for a promotion, and that request is more likely to go unfulfilled – as women are 8% more likely than men to feel unheard by their supervisors.
The survey also found significant differences between generations, with Gen Z workers less satisfied with their jobs and twice as likely as Baby Boomers to express concern that technology will replace their role in the future three years.
At the same time, one of the most important polarizing factors is the specialization or non-specialization of workers, as there are significant differences between those who possess high-value skills and those who do not. According to the survey, those with skills that are in high demand (29% of the sample say they have skills that are in short supply in their country) are more likely to feel satisfied with their jobs (70% vs. 52%), feel that they are listened to by their superiors (63% vs. 38%) and have money left over after paying their obligations (56% vs. 44%).
To close this skills gap, workers argue that companies invest in existing human resources through upskilling and raising wages. On the contrary, to a lesser extent, they report that companies focus on automating processes, outsourcing tasks and hiring new employees.
The survey also shows that 45% feel that their work cannot be done remotely. It is noted that of those who say their work can be done remotely, 63% say they prefer some combination of in-person work and remote work – the same percentage said they expect their employer to offer this option , at least for the next 12 months. 26% of employees would prefer pure remote work, but only 18% think their employers are likely to adopt this model. 18% say their employers are likely to require all-person work, which only 11% of workers prefer.
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