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Highlights of the Research
Work is changing. But even more than work itself, people are changing. This transformation goes beyond the reorganisation of processes or the introduction of new technologies: it touches the expectations, values and priorities of those who contribute every day to the life of a company.
This research aims to highlight the most important evolutions taking place in the world of work with an international perspective, and is designed to explore the factors that influence personal and professional satisfaction, the motivations that lead people to stay in the company or to consider new opportunities, the perception of well-being and work-life balance, the role of corporate culture and development policies.
Job Satisfaction, Expectations, Stability
The global outlook shows a consolidated sense of satisfaction with one’s job: nearly 9 out of 10 people express a positive opinion. The highest levels of satisfaction are among high-income workers, and Baby Boomers, while satisfaction tends to decrease with younger age groups. But what are the main factors? Having a stable salary, enjoying a good work-life balance, and feeling recognised for one’s contributions are the key drivers of satisfaction and the priorities for the ideal workplace.
Responses paint a picture in which a career is important, but more and more people want it to be part of an overall satisfying life. The desire for good pay remains a priority, but the focus on personal well-being is growing. Although stability is preferred, 53% of respondents would trade it for more flexibility in their life balance, especially for Gen Z. But how (and where) do people see themselves in the future?
Personal and Professional Development
Developing one's career is a widespread ambition and in order to do so, especially in the light of the rapid and profound changes affecting the labour market, it is essential to regularly acquire new skills and update one's professional background. 89% of respondents consider continuous learning important and 72% of the sample believe that responsibility for skills development should be shared between the employee and the company.
If training is essential to develop the skills needed for new roles, promotions or job opportunities elsewhere, what is sought in terms of professional development? Young people, and particularly Gen Z, are primarily driven by the quest for personal growth and career advancement; Baby Boomers, being closer to retirement, place greater importance on job security.
It is not all about salary: increasingly, job offers are influenced by elements such as private life, work-life balance and the possibility to pursue one's passions.
The gap between company narrative and actual practices
Another trend that has emerged in the workplace is the increasing focus on D&I with policies to promote a harmonious and respectful environment.
There is a strong awareness: around three out of four respondents consider important for companies to address Diversity, Equity and Inclusion issues. There is, however, a perceived lack of substance: 67% of respondents believe that many companies talk about D&I programmes but do not implement concrete actions for employees. This indicates a gap that needs to be addressed, a concern shared by all countries and generations. Digging deeper into prejudices reveals that certain stereotypes persist. Age is one of them: on the one hand, there is a common perception that older colleagues are less skilled in the use of technology; on the other hand, younger people are seen as less respectful of the hierarchy. The perception of a disadvantage for people with disabilities also persists, and there is a bias linked to nationality (44% of respondents think it is harder for a foreigner to work effectively due to cultural differences). In light of the current socio-political and economic scenario - and the persistence of biases - it is critical to continue promoting the importance of D&I issues in the workplace in order to create work environments that truly value everyone’s differences.
What Drives Employee Loyalty
Companies are not “just” workplaces. They are environments with their own culture, constantly expressing and communicating values. It is therefore essential to consider how important it is for employees and candidates to share those values, and how this alignment plays a role in both talent attraction and retention. The match between company values and personal values is crucial: when there’s a misalignment, workers are more likely to disregard a job offer altogether. Three out of four respondents perceive company culture as an important value within the team they work in.
Those with greater responsibilities are expected to show stronger alignment with the company’s values, to the point of actively representing them both internally and externally. A further step is to consider the willingness to become “ambassadors” for one’s company because they align with the company's values – representing the brand to other candidates or in the wider market, promoting its values due to a shared sense of purpose. The majority of the sample (56%) favoured this possibility.
