What is Your Workforce Thinking?
Korn Ferry spoke to 10,000 professionals around the world, from entry-level to CEO, to find out what employees want from work.
The report, Workforce 2024, asked questions from a variety of perspectives.
Top reasons for leaving a job were:
- Generous compensation -- 42%
- Flexible working hours --28%
- High job security - 27%
Top priorities for staying in a job were:
- Generous compensation -- 37%
- Flexible working hours 30%
- High job security - 28%
The top three priorities for choosing a new job were:
- Generous compensation -- 37%
- Flexible working hours 38%
- High job security - 30%
A surprising finding was that 71% of CEOs say they have imposter syndrome and feel stretched beyond their abilities. A dictionary definition of imposter syndrome is "the persistent inability to believe that one's success is deserved or has been legitimately achieved as a result of one's own efforts or skills."
This belief is felt at different levels as follows:
- Senior executive --65%
- Senior leader --57%
- Mid-level leader --49%
- First- level supervisor/manager --52%
- Non-leader --33%
Another finding that might be surprising to many managers is that one of the non-negotiable perks is flexible hours. In the choosing a job category 47% of non-leaders expressed this opinion while 30% of senior executives did.
Of course, no survey is complete without a question about AI. In this survey 65% of workers under 55 said they were excited about the potential of AI. Those who were over 55 weren't quite as excited as that number was 39%.
The report, which explores other issues such as upskiillng and culture, concludes that regardless of age, gender, region or level of the organization an employee is at, flexibility, competitive pay, a positive company culture and upskilling opportunities are key and should be at the top of any organization's talent strategies.