The 2024 edition of Workmonitor Romania study, conducted by the human resources company Randstad Romania, reveals that Romanian talents are prioritizing equity, flexibility and work-life balance, as career progression takes a back seat. An impressive 71% of workers consider themselves to be ambitious about their career, and 41% want to take on more managerial responsibilities. Only half of respondents believe a full-time role within a company to be their ideal type of role in five years’ time. One third are not focused on progression at all, and 49% are happy to stay in a role they like, even if there’s no room to progress or develop.
“In 2024, being an equitable partner for talent is a smart objective for leaders in order to keep the valuable workforce close. When people meet their priorities, they feel more fulfilled at work is a very up-to-date paradigm in people management. Thanks to Randstad Romania Workmonitor 2024 we can notice an interesting dynamic regarding employee ambition, with a large portion less interested in career progression and more concerned about job satisfaction. Another paradigm for leading human resources wisely in 2024 is treat each member of the team as an individual with often very specific backgrounds and circumstances, that may influence their preferences, desires, and roles in a team”, says Mihaela Maranca, Country Manager, Randstad Romania.
The top 7 most important factors for Romanian employees
Securing a stable work-life balance motivates talent, sometimes more than their salaries and job security. Here are the top 7 most important factors for Romanian workforce, as far as a workplace (present or future) is concerned:
– Work/life balance – 96% (93% global),
– The pay – 96% (93% global),
– Job security – 93% (89% global),
– Mental health support – 88% (83% global),
– Annual leave days – 87% (83% global),
– Health insurance/healthcare benefits – 87% (78% global),
– Working hours flexibility – 84% (81% global).
The research indicates that not wanting career progression does not mean employees have no interest in self-improvement. Skilling opportunities are non-negotiable for talent, with over a third saying they would not accept a job that did not offer training to future-proof their skills. AI has disrupted previous notions of what employees are most interested in learning – the technology takes pole position. And the significance of learning opportunities once again indicates that talent seeks partnerships: these opportunities often tremendously impact decisions on accepting new roles.
Workers are most interested in the following learning and development opportunities (top 5): IT and tech literacy – 43% (29% global), Communication and presentation skills – 34% (22% global), Creative and analytical thinking – 24% (15% global), AI – 22% (29% global), Management and leadership skills – 22% (21% global), Wellbeing and mindfulness – 21% (23% global).
The return to office debate is set to continue into 2024
Randstad Romania Workmonitor 2024 indicates that the push and pull between employers and workers on the return to the office is set to continue into 2024. Over two thirds (74%) of workers have made arrangements in their lives, such as moving house or getting a pet based on the assumption that working from home is here to stay. 38% would consider quitting their job if their employer asked them to spend more time in the office, and 40% say that working from home is non-negotiable to them. Despite this, 39% have been requested to come into the office more now than they were six months ago – showing that there is a mismatch between what talent want and what they are receiving.
Talent demand equitable workplaces
Talent is looking for likeminded partnerships where they can present their full selves and work with employers to bring about positive change. Top 5 most important aspects Romanians would plead for, in a potential or current employer’s equity and diversity initiative or policy, are:
– gender pay equity – 72% (65% global);
– family leave for all employees – 52% (45% global);
– diverse workforce – 48% (42% global);
– diverse backgrounds in leadership – 37% (37% global);
– non-discrimination policies (on the website/in job ads) – 29% (30% global).
Regarding generational gap, only a quarter (25%) of all workers feel like their generation is not understood, and this rises to 34% for Gen Z. Almost half (45%) of the workforce declares that they have to hide aspects of themselves at work.
The Randstad Workmonitor was launched in 2003 and now covers 34 markets around the world. The study encompasses Europe, Asia Pacific and the Americas and it is conducted online among people aged 18–67, employed for at least 24 hours per week (minimum 90%) or sole trader or unemployed but considering looking for a job in the future. The present Romanian edition was conducted online among 500 employees aged 18–67, in October 2023.