As we stay up for 2025, Australian staff have made their expectations clear. With a quickly altering job market and rising calls for for higher work-life steadiness, their priorities mirror a deep need for each monetary stability and private progress. The most recent survey from Robert Half sheds gentle on the important thing elements staff are on the lookout for and the way they plan to take motion if their wants aren’t met.
Extra pay is the highest precedence
The overwhelming theme rising from the survey is the need for extra pay. A placing 62% of staff say they need extra pay to be amongst their high three priorities for 2025. Nevertheless, when damaged down additional, 31% of staff listing it as their primary precedence. That is no shock given the present financial local weather, the place excessive inflation and rising cost-of-living pressures have made monetary safety extra essential than ever. Millennials lead the cost right here, with 68% rating larger pay as their high precedence.
For a lot of, pay is probably the most easy approach of securing a way of value and monetary stability. “In right now’s world, money nonetheless reigns supreme,” says Nicole Gorton, Director at Robert Half. “It’s no surprise staff are pushing for larger pay, particularly when inflation continues to squeeze family budgets.”Coming in second, 38% of workers rank versatile work hours as considered one of their high three priorities. Whereas it is a sturdy precedence for a lot of, it’s particularly essential for Child Boomers, with 40% putting it on the high of their listing. The pliability to handle work round private life—whether or not it’s household commitments or a greater work-life steadiness—is a strong motivator for workers searching for extra management over their every day routines.
For 36% of staff, higher advantages additionally play a big position in job satisfaction. Whereas not as extremely prioritized as pay, advantages like healthcare, psychological well being assist, and different perks have gotten more and more essential, significantly for Millennials, 44% of whom need extra advantages of their package deal. Advantages are usually not nearly additional perks; they’re seen as very important in supporting general wellbeing. As work turns into extra demanding, workers need employers who put money into their well being and happiness.
Promotion and recognition comply with swimsuit
For a lot of workers, profession progress can also be key. One-third of staff—33%—listing promotion as a high precedence, with 11% naming it as their primary focus. Gen Z stands out right here, with 42% of them putting promotion on the high of their listing. Past profession development, 27% of staff search extra recognition for his or her efforts, with each Gen Z and Gen X main this cost. Recognition not solely boosts morale but in addition reinforces a way of worth within the office. Skilled growth is one other space the place staff are searching for extra. With 27% rating it as a high precedence, Child Boomers are significantly invested in growing their careers, with 32% valuing alternatives for progress and studying. Equally, 19% of staff wish to tackle extra obligations, with Child Boomers once more exhibiting probably the most curiosity right here at 28%.
How assured are staff that employers will meet their wants?
Regardless of a turbulent financial panorama, Australian staff are feeling comparatively optimistic concerning the 12 months forward. A stable 67% of staff are assured that they may get what they need from their employers in 2025. Nevertheless, they’re least assured about receiving their high precedence—extra pay. Apparently, they really feel far more sure about receiving issues like extra obligations, skilled growth, and mentorship. Right here’s a breakdown of how assured staff are about getting what they need:
- Extra obligations: 88% assured
- Skilled growth: 86% assured
- Mentor/profession coach: 80% assured
- Versatile work hours: 80% assured
- Distant work choices: 71% assured
- Recognition: 70% assured
- Promotion: 69% assured
- Higher company tradition: 67% assured
- Advantages: 67% assured
- Extra pay: 67% assured
What occurs if staff don’t get what they need?
It’s clear that workers are ready to take motion if their wants aren’t met. A staggering 92% of staff say they might think about a number of steps, similar to searching for out new job alternatives or pursuing additional coaching to extend their marketability. Whereas 41% are keen to deal with their issues instantly with their supervisor, 28% might actively begin trying to find a brand new position if issues don’t enhance.
Right here’s how staff would reply:
- 28% will actively seek for a brand new job
- 37% will passively look, together with attending informational interviews
- 35% will pursue extra coaching or certifications
- 31% will tackle aspect tasks to reinforce expertise
- 41% will increase issues instantly with their supervisor
As Nicole Gorton notes, “High expertise is aware of their value and isn’t afraid to ask for it. Staff are not content material with only a paycheck; they need an employer who will assist their private {and professional} targets. If these targets aren’t met, they’re able to make a change.”
What can employers do if pay rises aren’t attainable?
For employers, the problem lies in retaining high expertise with out essentially providing massive pay will increase. Thankfully, there are methods to maintain workers happy and engaged:
1. Discover inventive options
If a pay rise isn’t an possibility, employers can search for different methods so as to add worth to the worker expertise. Versatile working hours, extra skilled growth alternatives, and recognition packages are all efficient methods to satisfy workers’ wants with out rising wage.
2. Keep open communication
Sincere and clear communication about firm funds or the explanations behind wage selections is essential in sustaining belief. Staff who perceive the larger image usually tend to be affected person and supportive.
3. Spend money on progress
Employers can put money into their workers’ growth by providing mentorship packages or secondment alternatives. Whereas a wage enhance won’t be attainable, profession progress is one thing workers worth extremely.
4. Foster a optimistic tradition
A supportive work setting could make an enormous distinction in retention. Recognizing workers’ efforts, selling work-life steadiness, and cultivating an satisfying and inclusive office may help employers hold their workforce pleased and engaged.
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