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Only one-tenth of your workforce equate success at work with high performance and productivity, revealing a disconnect between what employees and employer wants from their job.
A new study by Right Management, the global career experts within ManpowerGroup, found that 45% of employees across Singapore, India, Australia, among others, rank work-life balance as their number one career aspiration.
This was more than double their desire to be the best at what they do (17%), a tendency most common in respondents from Europe (55%) and Asia Pacific (37%).
However, Millennials stood out throughout as being the least likely to aspire to excel (14%), compared to Baby Boomers (22%) and Gen X (17%).
A majority of the 1,225 respondents also admitted that their definition of workplace success was “enjoyment/happiness.”
Only 3% percent of employees globally aspire to achieve a prominent position.
In fact, the leaning towards a work-life balance for so strong that 54% of employees in Asia said they will be ready to quit in search of a company that offers a better balance.
“People are happy and engaged at work when they are inspired,” noted Linda Teo, country manager for ManpowerGroup Singapore.
“Understanding employee career motivations and aspirations is key to creating a high performance culture that motivates individuals to do their best work.”
ALSO READ: How to make your staff happy everyday
With more than a quarter of employees equating workplace success with enjoyment (26%), this was followed by salary (19%) and doing the best work (18%).
Earning respect and recognition (15%) and achieving high performance (10%) featured lower down the order; however in Asia, high performance fared better than other geographies (14%).
Employees in Asia also viewed learning opportunities higher than other parts of the world, with more than one-third expecting their leaders to provide it.
Throughout regions, however, the number one expectation employees have from their leaders is to be respected for their knowledge and experience.
Other expectations included mutual trust (51%), transparency (37%), and a relationship of equals regardless of job title (30%).
Trust emerged as a strong theme among peers as well, with more than half (59%) voting it as the most important expectation from them. This was followed by respect for their knowledge (48%), a relationship of equals (46%), and transparency (41%).
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