Source: Robert Walters
Only 11% of professionals consider career progression a top priority in their professional lives
Higher level job ads remaining vacant for over a year, as candidates want fewer responsibilities
47% say work-life balance is top priority when considering a new job
32% of new managers feel unsupported, 26% experience imposter syndrome and 20% feel overwhelmed and overworked
Recent research by recruitment specialists, Robert Walters, reveals that only 11% of professionals consider career progression as a top priority in their professional lives.
When respondents were asked about the most appealing aspect of career progression, 47% emphasised the importance of work-life balance. Additionally, 29% expressed a preference for increased learning opportunities, while 21% highlighted promotions and job title changes. Just 4% cited increased responsibilities as a key factor.
The study further highlights the significance of work-life balance, with 43% of job seekers considering it the primary deciding factor when evaluating new job opportunities. In comparison, 22% prioritise a competitive salary, 19% focus on company culture, and just 17% prioritise career growth opportunities.
These findings coincide with the observation made by Robert Walters that candidates are increasingly seeking lower-level roles over management positions. Moreover, higher level positions are remaining vacant for extended periods, up to over a year, with potential candidates expressing concerns over the excessive responsibilities associated with these positions.
Work-life balance takes centre stage
Jane Lowney, Senior Director at Robert Walters also mentioned that the current workforce, especially among Gen Z, is more driven by work-life balance. The increased demand for managers to handle remote work and other factors such as office culture has significantly increased the pressure and responsibilities associated with management roles, stressing that there has been a noticeable shift in the mindset of professionals when it comes to career advancement.
Jane said, “less individuals are interested in ‘climbing the corporate ladder’ as they question the value of management positions and the additional responsibilities they entail. Salary no longer comes first, work-life balance is now the priority, so people are hesitant about taking on more responsibilities. This trend could be concerning when we think about the potential consequences on retention of teams and the need to attract leaders over time.”
Manager roles have evolved
Further research from the recruitment experts also emphasises the necessity for increased support for newly promoted managers. Among 2,000 managers surveyed, 32% admitted to feeling lacking in support, while 26% confessed to experiencing imposter syndrome. Additionally, 20% expressed feelings of being overwhelmed and overworked. in their managerial roles. Only 22% reported feeling empowered and adequately supported in their positions.
Jane further explains the evolving role of managers in today’s world. “Previously, managers focused primarily on motivating employees and ensuring productivity. However, in the modern workforce, managers are expected to take on several additional responsibilities such as cultivating team culture and inclusivity, driving digital and AI adoption as well as identifying mental health struggles among team members, and effectively communicate challenging news such as delayed promotions or stagnant pay raises.”
Jane emphasised that it is essential to provide comprehensive training to equip managers with the skills necessary to navigate the complexities of the modern workforce. Current training protocols must be revised to align with the ever-changing demands of the workforce, acknowledging the need for ongoing support and development for newly appointed managers.
Case Study
Gen Z top biller Maddy Shelest, Principal Consultant at Robert Walters was recently given a promotion from managing consultant to manager. However, she quickly realised that she was happier with fewer managerial responsibilities. After only 6 months in the new role, she made the decision to sidestep into an individual contributor role.
Maddy said, “Ensuring a healthy work-life balance is a top priority for me, and I already observed a change in this aspect in the few weeks I was a manager. I found myself carrying work-related concerns home, which wasn’t as much of a problem when I was in a lower position. I soon realised that this added stress wasn’t worth it, so I quickly made the decision to step down. I believe that the conventional career path no longer resonates with the modern workforce. People have learnt how to say no and feel more comfortable deviating from traditional routes of career progression.”
Maddy also highlighted the new complexities of the modern workforce, saying “todays managers have added responsibilities regarding mental health and the need to manage remote work. Being a manager isn’t the same as it might have been 10 years ago.”
She also emphasised that as a young manager, being only 25 when she was promoted, she faced challenges in establishing boundaries between her friendships and her role as a manager. She said, “Being friends with my team members before I became their manager made me feel somewhat uncomfortable. There’s such an expectation to be the ‘cool’ manager, which made it difficult for me to transition from being their friend to managing them. I also think my age posed difficulties in providing guidance in certain situations. For instance, at 25, I was going through similar experiences as my team members and dealing with my own challenges, so it was difficult for me as a 25-year-old to offer advice to other individuals of the same age.”
Maddy said the decision was also influenced by the nature of the billing industry, which already places a high workload and pressure on individuals. She said, “Adding the additional pressures of management on top of billing responsibilities and expectations was not something I wanted to take on. When I was a manager, I noticed my billings went down. It was high stress, low reward. I prefer to focus on maximising my billing potential and did not want to divert my energy and time towards the complexities of managing people.”
To keep up with the evolving workforce, organisations need to adapt their training and support programs for new managers. It is evident that the role of managers has undergone significant changes, and as such, their training should be updated accordingly. Additionally, employee priorities have shifted, with a greater emphasis on time outside of work and work-life balance, especially in the post-Covid era. With the introduction of Gen Z into the workforce, it is imperative for organisations to take steps to make manager positions more appealing to this generation.
About Robert Walters:
Robert Walters is one of the world’s leading specialist professional recruitment consultancies with a global presence spanning 31 countries. The New Zealand business recruits across the fields of accounting & finance, property, general management, human resources, information technology, legal, risk management, compliance & audit, sales, marketing & communications, secretarial & business support and supply chain & procurement.