What Do People Want in a New Job? Flexibility

July 13, 2015 Leave a comment

As part of our ongoing research around all aspects of employee engagement, we examined the things that people look for in a new job. No surprise, compensation is a key item. But it’s not at the top of the list.

As you can see in the chart below which is based on a study of 5,000 U.S, employees, people are most interested in finding a job that has flexible work hours. Compensation and location and are next on the list, with about the same appeal.

We also examined how the data differs across age groups of consumers. Compared with the overall U.S. average:

  • 18- to 24-year-olds want to enjoy life. They selected flexible work hours, fun work environment, and the opportunity to be creative more than any other group.
  • 25- to 34-year-olds want career growth. They selected the opportunity for professional advancement and working for a person they can learn from more than any other age group.
  • 35- to 44-year-olds want the money. They selected compensation more than any other group.
  • 55- to 64-year-olds want meaningfulness. They selected working for a person they like and an organization they admire more than any other group.
  • The 65+ group want convenience and training. They selected location, training, and vacation time more than any other group.

1507_NewJobGoals
The bottom line: People care about more than just compensation

Filed under CCXP1 Customer-Centric Culture, Customer experience, Employee Engagement, Purpose

About Bruce Temkin, CCXP
I'm an experience (XM) management catalyst; helping organizations improve results by engaging the hearts and minds of their employees, customers, and partners. I enjoy researching and speaking about these topics. I lead the Qualtrics XM Institute, which is the world's best job. We're igniting a global community of XM Professionals who are inspired and empowered to radically improve the human experience. To achieve this goal, my team focuses on thought leadership, training, and community building. My work is driven by a set of fundamental beliefs: 1) Everything starts and ends with human beings, so you need to understand how people think, feel, and behave; 2) XM is a discipline that needs to be woven throughout an organization's entire operating fabric; and 3) Building the XM discipline requires a combination of culture, competency, and technology.

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