What workers want from employers and initiatives to consider
Global professional services firm PwC conducted a survey of 1,800 Australians to find out what workers want in terms of benefits and culture. Employees were asked to rank their preferences based on what they value most from an employer – an overview of the top seven factors and how employers can cater to these demands.
1. Remuneration and reward
The salary paid to employees, other financial incentives including bonuses, profit-sharing schemes and pensions, as well as packaged subsidies such as phones and cars.
% of employees that rank this as the top factor: 25%
Employee initiatives to consider:
- Fixed pay
- Bonuses and profit share schemes
- Superannuation
- Discounts and lifestyle benefits (e.g. subsidised childcare, car parking, discounted finance, etc)
2. Wellbeing
Maintaining the physical and mental health of workers through dedicated wellbeing programmes and policies, with a particular focus on the work-life balance of the role.
% of employees that rank this as the top factor: 22%
Employee initiatives to consider:
- Mental health support
• Wellness benefits such as gym membership - Lifestyle benefit
- Work-life balance
- Health and wellbeing
- Financial support – Through training and courses
3. Experience
How people experience their role, team, and organisation including the culture, relationships, diversity, team spirit and the energy of co-workers.
% of employees that rank this as the top factor: 16%
Employee initiatives to consider:
- Culture
- Diversity and inclusion
- Support and relationships
- Networks – Formal and informal
- Team spirit and energy
- Co-workers
4. Ways of working
How work gets done, including the flexibility and autonomy afforded to workers, the ability to collaborate, opportunities for travel, the use of technology, and the manner in which these are embedded in organisational policies.
% of employees that rank this as the top factor: 12%
Employee initiatives to consider:
- Technological enablement – Ensuring set up from day one
- Flexibility
- Travel (i.e. interstate/overseas)
- Autonomy
- Collaboration
5. Career development
This includes a diverse range of factors from learning and upskilling programmes, study assistance and support, through to the quality of leadership, access to feedback and coaching, career pathways, and opportunities for secondments.
% of employees that rank this as the top factor: 11%
Employee initiatives to consider:
- Learning and upskilling – Formal and informal
- Quality of leadership
- Access to mentoring and coaching
- Career pathways and opportunities / secondments
- On-the-job learning
6. Brand
The reputation of and affiliation with the values and the prestige of the brand. This includes the commitment towards social responsibility and shared value.
% of employees that rank this as the top factor: 8%
Employee initiatives to consider:
- Prestige/affiliation
- ESG and social responsibility
- Volunteering
- Values alignment
7. Workspaces and places
The working environment in the office or at home, including physical design and workplace perks like subsidised food and drinks, office equipment.
% of employees that rank this as the top factor: 5%
Employee initiatives to consider:
- The physical office design
- Workplace perks (i.e. free coffee, subsidised food etc)
- Location
- Work from home
- Hybrid work environment
- Rich technology set up
