http://www.reedpressoffice.co.uk/ Reed news feed, latest 20 items Wed, 05 Jun 2019 05:45:41 +0000 en http://www.reedpressoffice.co.uk/newsArticle/FEMALE+AMBITION'3A+WOMEN+WORKERS+LOOK+TO+ACHIEVE+CAREER+MILESTONES+EARLIER+THAN+MEN/ http://www.reedpressoffice.co.uk/newsArticle/FEMALE+AMBITION'3A+WOMEN+WORKERS+LOOK+TO+ACHIEVE+CAREER+MILESTONES+EARLIER+THAN+MEN/ Mon, 18 Jan 2016 14:04:17 +0000
·         Working population reveals signs of career success

·         Average salary that signals success is £56,018 according to all workers

·         Almost half of women (48%) want to have achieved career success before the age of 40, compared to 39% of men

·    &[...]]]>
·         Working population reveals signs of career success

·         Average salary that signals success is £56,018 according to all workers

·         Almost half of women (48%) want to have achieved career success before the age of 40, compared to 39% of men

·         1 in 3 (33%) women hope to earn their ideal salary by the age of 35, compared to 1 in 4 (25%) men

 

Achieving ‘career success’ means earning an annual salary of £56,000 by the age of 40 – more than twice the average salary – according to UK workers. Yet when it comes to the definition of success, female workers have revealed their ambitious side, wanting to achieve key career milestones earlier than men.

 

The research of 2,000 workers by recruitment specialist REED has revealed what signifies ‘career success’ to the UK population. And whilst achieving career success is equally important to both men and women (51%), what they perceive as indicators of success, and the age they want to achieve them, reveals some stark contrasts.

 

The research suggests that women have ambitions to achieve this earlier, with almost half (48%) wanting to have reached career success before the age of 40, compared to 39% of men. And 1 in 3 women (33%) hope to earn their ideal salary by the age of 35, compared to 1 in 4 (25%) men.

 

Yet when it comes to salary expectations, achieving career success comes with a salary of £54k for women, but according to men, £58k is the magic number.

 

While women are more ambitious at a younger age, men are more likely to desire the independence and responsibility – and the resulting exposure to risk – of leadership positions. The areas that more men than women associate with career success are being their own boss (4 percentage points higher), being on the board of their company (4 percentage points higher), having a say in their company’s strategy (2 percentage points higher) and owning their own company (2 percentage points higher).

 

It’s not all about salary

The research by REED found that although the majority of workers (68%) do see a healthy salary as a sign of career success, other indicators of career success have changed. Old-fashioned markers of success such as golf days and business lunches are firmly out of favour, with a desire for a good work-life balance favoured by 75% of workers. Being able to work flexibly is also a sign of success to over a third of workers – 42% of women and 31% of men.

 

Despite the rise in open-plan offices and hot-desking, getting your own office is still on the list for almost half of UK workers (49%), with 35% wanting a designated parking space. Technology is playing an ever-growing role as a mark of success, with a laptop (45%), iPad (32%) and iPhone (32%) the gadgets workers expect to receive by the age of 34 if they are going to make it to the top.

 

Both men and women agree that 35 days of paid holiday would be a sign of success – yet with women currently receiving an average of 22 days per year, and men 23, workers are currently falling short of this goal.

 

Home ownership as an indicator?

During a booming housing market workers are also measuring career success by the age at which they can climb on the property ladder.

 

Over half of women (51%) believe that owning a house by the age of 35 is a sign of career success, compared to just 43% of men.

 

Yet the newest generation of workers (18 – 24 year olds) remains optimistic of buying a home by the age of 30, with 39% believing this helps define career success.

 

Tom Lovell, managing director at REED, says:

“Achieving ‘career success’ is deemed important to 51% of workers overall, yet what is most interesting from this research is what they define as indicators of that success and when they wish to achieve it.

 

“With addressing the gender pay gap and the glass ceiling high on the political agenda, it’s particularly interesting that women want to hit key milestones earlier on in their career. Flexibility is also key for them – seemingly more so than men – with 42% of women deeming a sign of career success, compared to just 31% of men.

 

“Interestingly, three quarters of people (76%) don’t think they’ve yet achieved career success, with the average worker saying career success is eight years away. More than half (54%) believe they are not yet on the right path to achieve success.”

 

Tom added:

“In order to make themselves attractive and hold on to the best talent, businesses must look at what matters most to individuals in the workplace and be flexible in their approach to benefits and salary packages.

 

“For candidates, the best way to get on the path to career success is to check you’re in the right role and the right organisation.  Consider your benefits, compare your salary to others at your level, and if you’re not being paid enough or think you deserve more, the ideal next step is to see if there are other jobs out there that could better meet your needs. Think about the package as a whole, weighing up factors like holiday, flexibility and ultimately – take home pay.”

 

Visit www.reedglobal.com/salarycalculator  to find out how much you should be earning.

 

The top things in the workplace that UK workers associate with career success are:

Average

Female

Male

Your own office

49%

51%

47%

Excellent pension

44%

46%

41%

A work-life balance

41%

43%

40%

Flexible working hours

36%

42%

31%

A designated parking space

35%

37%

32%

Own your own property

33%

35%

31%

You have a company car

32%

33%

30%

Private healthcare for you & your family members

31%

33%

29%

Bonus scheme

30%

31%

29%

You have your own personal PA / secretary

30%

32%

27%

Be your own boss

22%

20%

24%

Leaving work on time every day

21%

22%

19%

A say in my company's strategy/the direction the company takes

18%

17%

19%

Gym membership

15%

16%

14%

Own your own company

14%

13%

15%

Leisure discounts

11%

12%

10%

Be on the board of my company

12%

10%

14%

You have a corner desk

6%

7%

5%

Shared PA/Secretary

4%

4%

4%

A corner office

3%

3%

4%

 

ENDS

 

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/SCIENTIFIC+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/SCIENTIFIC+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:51:33 +0000
·         Breakdown across the ages reveals changing priorities when it comes to work and play

·         1 in 3 (33%) workers currently unsatisfied with their role

 

With research revealing that worke[...]]]>
·         Breakdown across the ages reveals changing priorities when it comes to work and play

·         1 in 3 (33%) workers currently unsatisfied with their role

 

With research revealing that workers in the scientific industry rate work-life balance and job satisfaction as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets.

 

Career carousel

With 1 in 3 workers in the sector unsatisfied with their role, a similar number (28%) revealed that they will be looking for a new job in the next 12 months. 

 

While 10% of workers in the sector have stayed loyal to the same employer over the course of their career, 18% have moved workplaces seven or more times. When asked why they changed employer, workers reported better prospects or a promotion elsewhere (42%), better salary (40%) and a desire to move location (28%) as the top three motivators.

 

What really matters at work

Within the findings, REED identified key trends which indicate how UK workers’ priorities change over the course of their career – which could have a significant effect on the talent management strategies of many UK firms.

 

With 28% of workers claiming that good work-life balance is the single most important aspect of working life, followed by job satisfaction (25%), it’s no longer just about the salary package.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)                 

 

Richard Smith, group managing director at Reed Scientific, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 61% of workers in scientific research received some form of pay rise, and 42% have received a bonus. However, with 21% having received no benefits, the fact that 28% are planning to look for a new role over the next 12 months is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Scientific 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

 

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

 

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/RETAIL+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/RETAIL+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:51:00 +0000
·         Almost 1 in 4 (22%) workers are currently looking for a new job

·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing that [...]]]>
·         Almost 1 in 4 (22%) workers are currently looking for a new job

·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing that workers in retail rate work-life balance and job satisfaction as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets.

 

What really matters at work

Within the findings, REED identified key trends which indicate how UK workers’ priorities change over the course of their career – which could have a significant effect on the talent management strategies of many UK firms.

 

With 40% of workers claiming that good work-life balance is the single most important aspect of working life, followed by job satisfaction (22%), it’s no longer just about the salary package.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)                 

 

 

Career carousel

Despite this, the poll revealed that 72% of workers in the retail sector are satisfied in their current role with more than one in five (22%) looking for a new job in the next 12 months. 

 

While 14% of workers have stayed loyal to the same employer over the course of their career, 13% have moved workplaces seven or more times. When asked why they changed employer, workers reported boredom with their current role (32%), better work-life balance (30%) and better salary (28%) as the top three motivators.

 

Annie Parry, divisional manager at Reed Retail, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 31% of retail workers received some form of pay rise, and 23% have received a bonus. However, with 34% having received no benefits, the fact that 22% are planning to look for a new role over the next 12 months is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Retail 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

 

ENDS

 

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

 

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/SALES+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/SALES+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:50:30 +0000
·         Breakdown across the ages reveals changing priorities when it comes to work and play

·         15% of workers are currently looking for a new role

 

With research revealing that workers in s[...]]]>
·         Breakdown across the ages reveals changing priorities when it comes to work and play

·         15% of workers are currently looking for a new role

 

With research revealing that workers in sales rate work-life balance and job satisfaction as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets.

 

What really matters at work

 

Within the findings, REED identified key trends which indicate how UK workers’ priorities change over the course of their career – which could have a significant effect on the talent management strategies of many UK firms.

 

With 41% of workers claiming that good job satisfaction is the single most important aspect of working life, followed by the need for good work-life balance (27%), it’s no longer just about the salary package.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)                 

 

Despite 15% of workers looking for a new role, satisfaction rates are very high amongst sales workers, with 88% describing themselves as satisfied.

 

While just over one in ten workers (13%) have stayed loyal to the same employer over the course of their career, almost twice as many (22%) have moved workplaces more than seven times. When asked why they changed employer, workers reported better prospects for promotion (42%), better salary (41%) and boredom with their current role (30%) as the top three motivators.

 

Jason Culloo from Reed Sales, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 28% workers received some form of pay rise, and almost a quarter (24%) received a bonus. However, with 18% having received no benefits, the fact that 15% are planning to look for a new role over the next 12 months, is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Sales 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

 

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

 

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/PROCUREMENT+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/PROCUREMENT+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:50:05 +0000
·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing that workers in procurement roles rate work-life balance and job satisfaction as more important than salary, recruitment specialist REED [...]]]>
·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing that workers in procurement roles rate work-life balance and job satisfaction as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets.

 

What really matters at work

Within the findings, REED identified key trends which indicate how UK workers’ priorities change over the course of their career – which could have a significant effect on the talent management strategies of many UK firms.

 

With 36% of workers in procurement claiming that good job satisfaction is the single most important aspect of working life, followed by the need for good work-life balance (28%), it’s no longer just about the salary package.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)

 

Career carousel

The poll revealed that one in eight workers (13%) in procurement are unsatisfied in their role, with one in five (20%) planning to look for a new job over the next 12 months.

 

While slightly more than one in ten workers (13%) have stayed loyal to the same employer, twice as many (23%) have moved workplaces more than seven times. When asked why they changed employer, procurement and supply chain workers reported better prospects or promotion (43%), better salary (41%) and boredom with their current role (28%) as the top three motivators.

 

 

                               

 

Gert Nzimiro, executive divisional director at Reed Procurement & Supply Chain, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain procurement staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 29% of procurement and supply chain workers received some form of pay rise, and almost a quarter (24%) received a bonus. However, with 22% having received no benefits, the fact that 20% are planning to look for a new role over the next 12 months, is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Procurement & Supply Chain 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

 

 

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/MARKETING+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/MARKETING+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:49:35 +0000
·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing that workers in marketing roles rate job satisfaction and work-life balance as more important than salary, recruitment specialist REED is[...]]]>
·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing that workers in marketing roles rate job satisfaction and work-life balance as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets.

 

What really matters at work

Within the findings, REED identified key trends which indicate how UK workers’ priorities change over the course of their career – which could have a significant effect on the talent management strategies of many UK firms.

 

With 42% of workers in marketing roles claiming that good job satisfaction is the single most important aspect of working life, followed by the need for good work-life balance (25%), it’s no longer just about the salary package.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)

 

Career carousel

The poll revealed one in eight (13%) of those with marketing roles are unsatisfied at work, with one in five (20%) planning to look for a new job over the course of the next 12 months.

 

While slightly more than one in ten workers (11%) have stayed loyal to the same employer during their career, almost three times as many (30%) have moved workplaces more than seven times – more than the national average of 22%, showing marketing roles to be one of the most mobile of those surveyed. When asked why they changed employer, marketing and advertising workers reported better prospects or promotion (45%), better salary (41%) and boredom with their current role (30%) as the top three motivators.

 

               

 

Catherine Maskell, head of marketing at Reed, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 28% of marketing workers received some form of pay rise, and 18% received a bonus. However, with 21% having received no benefits, the fact that 20% are planning to look for a new role over the next 12 months, is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Marketing & Creative 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

 

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/TECHNOLOGY+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/TECHNOLOGY+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:49:00 +0000
·         IT has one of the most loyal workforces, with 16% of workers staying with the same employer for the duration of their career

 

With research revealing that workers in IT and technology roles rate job satisfaction as more important than salary, recr[...]]]>
·         IT has one of the most loyal workforces, with 16% of workers staying with the same employer for the duration of their career

 

With research revealing that workers in IT and technology roles rate job satisfaction as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets.

 

What really matters at work

Within the findings, REED identified key trends which indicate how UK workers’ priorities change over the course of their career – which could have a significant effect on the talent management strategies of many UK firms.

 

With 39% of workers in technology claiming that job satisfaction is the single most important aspect of working life, followed by the need for a healthy work-life balance (24%), it’s no longer just about the salary package.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)

 

Career carousel

The poll also revealed that satisfaction rates in technology are extremely high, with 87% describing themselves as satisfied in their role – yet 17% will still be looking for a new job in the next 12 months. 

 

While 16% of workers in IT and technology have stayed loyal to the same employer over the course of their career – one of the highest percentages across industries – 23% have moved workplaces more than seven times. When asked why they changed employer, workers reported better prospects for promotion (46%), better salary (43%) and a desire to move location (32%) as the top three motivators.

 

Andrew Gardner, senior divisional director at Reed Technology, said: “In a candidate-led market such as this, even though IT and technology has one of the most loyal workforces, employers need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 32% of technology and IT workers received some form of pay rise, and 16% received a bonus. However, with a quarter (25%) having received no additional benefits, the fact that 17% are planning to look for a new role over the next 12 months is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Technology 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

 

 

]]> http://www.reedpressoffice.co.uk/newsArticle/HR+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/HR+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:48:16 +0000
·         HR is developing a bonus culture with 28% of the workforce receiving a bonus in the past 12 months, higher than the national average of 22%

 

With research revealing that HR workers rate work-life balance and job satisfaction as more important tha[...]]]>
·         HR is developing a bonus culture with 28% of the workforce receiving a bonus in the past 12 months, higher than the national average of 22%

 

With research revealing that HR workers rate work-life balance and job satisfaction as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned Brits on their attitudes to work, career aspirations and regrets. With 38% of HR workers claiming that good job satisfaction is the single most important aspect of working life, followed by the need for good work-life balance (25%), it’s no longer just about the salary package.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)                 

 

Career carousel

The poll also revealed more than one in five (21%) of those in HR are unsatisfied at work, with a quarter (27%) actively looking for a new job over the course of the next 12 months.

 

While slightly more than one in ten HR workers (13%) have stayed loyal to the same employer throughout their career, almost a quarter (23%) have changed employer more than seven times. When asked why they changed role, workers reported better prospects or promotion elsewhere (51%), better salary (38%) and the search for a better work/life balance (27%) as the top three motivators.

 

Gert Nzimiro, executive divisional director at Reed HR, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain staff. The HR industry has been more prolific than others in rewarding its staff with bonuses, 28% of those asked said they had received a bonus, showing it is taking action to keep staff. However, what this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 43% of HR workers received some form of pay rise, and 28% received a bonus. However, with 20% having received no benefits, the fact that 27% are planning to look for a new role over the next 12 months is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed HR 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

 

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/ACCOUNTANCY+AND+FINANCE+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/ACCOUNTANCY+AND+FINANCE+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:47:34 +0000
·         Work-life balance and job satisfaction trump salary as the most important aspects of working life

·         Breakdown across the ages reveals changing priorities when i[...]]]>
·         Work-life balance and job satisfaction trump salary as the most important aspects of working life

·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing workers in accountancy and finance roles rate job satisfaction and work-life balance as more important than salary, recruitment specialist Reed is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of more than 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets. It found that 39% of finance workers claimed good job satisfaction is the single most important aspect of working life, followed by the need for good work-life balance (29%), showing it’s no longer just about the salary package, which received just 17% votes.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)                 

 

Career carousel

In addition to this, the poll revealed that accountancy and finance roles had the highest portion of satisfied workers, with 90% describing themselves so. Just over 1 in 10 (11%) will be looking for a new job in the next 12 months. 

 

While just over one in ten workers (14%) in finance roles have stayed loyal to the same employer over the course of their career, almost twice as many (26%) have moved workplaces more than seven times. When asked why they changed employer, workers reported better prospects for promotion (40%), better salary (39%) and boredom with their current role (33%) as the top three motivators.

 

Rob Russell, UK senior divisional manager for Reed Finance, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain staff for accountancy and finance roles. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 27% of accountancy and finance workers received some form of pay rise and almost a quarter (22%) received a bonus – yet 1 in 5 (21%) have received no benefits. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Accountancy & Finance 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

 

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

 

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/INSURANCE+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/INSURANCE+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:46:28 +0000
·         Insurance workers are the second most likely to have moved employer seven times or more over the course of their career.

·         Breakdown across the ages reveals changing priorities when it comes to work and play
[...]]]>
·         Insurance workers are the second most likely to have moved employer seven times or more over the course of their career.

·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing workers in the insurance industry rate job satisfaction and work-life balance as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets. It found 41% of insurance workers claimed that good job satisfaction is the single most important aspect of working life, followed by the need for good work-life balance (31%), showing it’s no longer just about the salary package which had just 12% of the vote.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)

 

Career carousel

The poll also revealed that although 89% of workers in the insurance sector are satisfied in their role, just more than 1 in 10 (11%) will be looking for a new job in the next 12 months. 

 

While nearly more than one in five workers (18%) in insurance have stayed loyal to the same employer over the course of their career, almost twice as many (31%) have moved workplaces more than seven times – the second highest of all sectors. When asked why they changed employer, workers reported better prospects for promotion (45%), better salary (40%) and boredom with their current role (27%) as the top three motivators.

 

Ian Bull, UK executive divisional manager at Reed Insurance, said: “In a candidate-led market such as this, employers in insurance need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 6% of insurance workers received some form of pay rise, and more than one in ten (12%) have received training. However, with 23% having received no benefits, the fact that 11% are planning to look for a new role over the next 12 months is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Insurance & Actuarial 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

 

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

 

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/CONSTRUCTION+WORKERS+REVEAL+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/CONSTRUCTION+WORKERS+REVEAL+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:45:53 +0000
·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing that workers in construction rate job satisfaction as more important than salary, recruitment specialist REED is urging employers to give consideration to thei[...]]]>
·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

With research revealing that workers in construction rate job satisfaction as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned workers on their attitudes to work, career aspirations and regrets.

 

What really matters at work

Within the findings, REED identified key trends which indicate how UK workers’ priorities change over the course of their career – which could have a significant effect on the talent management strategies of many UK firms.

 

With 35% of workers in the construction sector claiming that job satisfaction is the single most important aspect of working life, it’s no longer just about the salary package.

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)                 

 

Career carousel

The poll also revealed that although 76% of workers in the construction sector are satisfied in their role, 14% intend to look for a new job in the next 12 months. 

 

While 16% of construction workers have stayed loyal to the same employer over the course of their career, 24% have moved workplaces seven or more times. When asked why they changed employer, workers reported better salary elsewhere (59%), better prospects or promotion (36%) and boredom with their current role (28%) as the top three motivators.

 

John Seasman, divisional director at Reed Property & Construction, said: “In a candidate-led market such as this, employers in the construction sector need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 44% of workers in property and construction received some form of pay rise, and 28% have received a bonus but 23% have received no benefits at all. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Property & Construction 2015 Salary & Market Insight report can be obtained at www.reedglobal.com/salaryguide

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

 

 

]]> http://www.reedpressoffice.co.uk/newsArticle/ENGINEERING+WORKERS+REVEAL+CHANGING+CAREER+PRIORITIES/ http://www.reedpressoffice.co.uk/newsArticle/ENGINEERING+WORKERS+REVEAL+CHANGING+CAREER+PRIORITIES/ Mon, 19 Jan 2015 16:45:12 +0000
 

·         More than half of workers in the engineering sector (51%) would have chosen a different career if given another chance

 

With research revealing that workers in the engineering industry rate work-life balance as more important than salary, rec[...]]]>
 

·         More than half of workers in the engineering sector (51%) would have chosen a different career if given another chance

 

With research revealing that workers in the engineering industry rate work-life balance as more important than salary, recruitment specialist REED is urging employers to give consideration to their recruitment and retention strategies.

 

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned Brits on their attitudes to work, career aspirations and regrets. It found almost a quarter (22%) of workers in the Engineering Industry claim a good work-life balance is the single most important aspect of working life, followed by salary and benefits (19%) and company culture (18%).

 

Results revealed – what matters most across the ages

 

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%) 

 

Career carousel

Despite this, the poll also revealed that 82% of workers in the engineering sector are satisfied in their role. Nearly one in five (18%) will be looking for a new job in the next 12 months. 

 

While 17% of workers have stayed loyal to the same employer over the course of their career, 18% have moved workplaces seven or more times. When asked why they changed employer, workers reported better prospects for promotion (44%), a desire to move location (32%), and better salary (31%) as the top three motivators.                               

 

Mark Blay, UK senior divisional manager at Reed Engineering, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

 

“Our research shows that in the last 12 months, 37% of engineering workers received some form of pay rise, and 38% have received a bonus. However, with 26% having received no benefits, the fact that 18% are planning to look for a new role over the next 12 months is hardly surprising. Employers need to start taking action and think wider than just the salary package.”

 

The Reed Engineering 2015 Salary & Market Insight report can be obtained by visiting www.reedglobal.com/salaryguide

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

]]> http://www.reedpressoffice.co.uk/newsArticle/WORKERS+REVEAL+CAREER+REGRETS/ http://www.reedpressoffice.co.uk/newsArticle/WORKERS+REVEAL+CAREER+REGRETS/ Mon, 12 Jan 2015 12:44:01 +0000
 

·         Over half of Brits (57%) would have chosen a different career if given another chance

·         Work-life balance and job satisfaction trump salary as THE most important aspects of working life

·    &#[...]]]>
 

·         Over half of Brits (57%) would have chosen a different career if given another chance

·         Work-life balance and job satisfaction trump salary as THE most important aspects of working life

·         Breakdown across the ages reveals changing priorities when it comes to work and play

 

Over half of British workers (57%) would choose a different career path if given the chance again, says new research from recruitment specialist REED.

Time for a change?

The poll of over 1,600 workers by YouGov, in association with the launch of the REED 2015 Salary Guides, questioned Brits on their attitudes to work, career aspirations and regrets – revealing that 48% of those who would have chosen a different career would choose a job that brings them greater satisfaction, and 44% would pick a role with better long-term prospects for pay and benefits.

During the next 12 months a further 15% are looking to put these yearnings into action, and plan to change their career.

Career carousel

But it’s not just those who are thinking of making the leap to a different career that want a boost at work. The poll revealed almost one in four (23%) are unsatisfied at work, with the same number actively looking for a new job.

While just over one in ten workers (11%) have stayed loyal to the same employer, twice as many (22%) have moved workplaces more than seven times in their career. When asked why they changed employer, workers reported better salary (38%), better prospects for promotion (37%) and boredom with their current role (29%) as the top three motivators for changing jobs.

What really matters at work

Despite improved pay and promotion ranking highly, once in a role it’s job satisfaction (25%) and getting that perfect work-life balance (28%) that workers crave. And it’s between the ages of 35 and 44 where this matters most, with nearly one in three workers (31%) ranking work-life balance as the most important aspect of their career.

 

What matters most across the ages*

18-24                     Salary and benefits (38%)

25-34                     Job satisfaction (31%)

35-45                     Work-life balance (31%)

45-54                     Salary and benefits (25%)

55+                         Job satisfaction and work-life balance (joint top – 32%)                 

 

The REED research indicates that it’s our early years in work (18 - 24) where salary and benefits remain the priority for workers, as they attempt to get a foot on the ladder. But, once settled in our chosen career, it’s our desire for job satisfaction that comes into play as we enter our late 20s and early 30s (25 – 34).

It’s work-life balance which takes precedence post-35, potentially due to a desire to spend time with our children, but as we enter our late forties and into early fifties (45 – 54) our thoughts turn once again to salary (25%). Finally, as we enter the last decade of our working lives (55+) it’s all about satisfaction and work-life balance (32%) – making those final years count. 

Tom Lovell, managing director at REED, said: “In a candidate-led market such as this, employers need to think hard about how they attract and retain staff. What this research shows is that although salary is very important, now we’re out of the recession it’s no longer just about pay – employers need to consider many other factors, such as flexible working and how they can offer the greatest job satisfaction.

“Our research shows that in the last 12 months, 41% of workers received some form of pay rise, and almost a third (32%) received a bonus. However, with 26% having received no benefits, the fact that almost one in four workers (23%) are unsatisfied in their current role, and a further 23% are actively looking to look for a new role over the next 12 months, is hardly surprising. This indicates that employers need to start taking action.”  

The REED 2015 Salary and Market Insight report can be obtained www.reedglobal.com/salaryguide or by visiting www.reedglobal.com

ENDS

For further information please contact:

Megan Coulson on 0121 713 3550/07557256050 or email megan.coulson@mccann.com

Gemma Perks on 0121 713 3829/ 07796 996035 or email gemma.perks@mccann.com

Ian Stanley on 0121 713 3939/07974266458 or email ian.stanley@mccann.com

Notes to editors:

All figures, unless otherwise stated, are from YouGov Plc.  Total sample size was 1,629 workers. Fieldwork was undertaken between 9th - 19th October 2014. The survey was carried out online.

*Sample sizes for each age bracket are below:

18-24: 41

25-34: 339

35-44: 369

45-54: 372

55+: 508

]]> http://www.reedpressoffice.co.uk/newsArticle/The+changing+face+of+management/ http://www.reedpressoffice.co.uk/newsArticle/The+changing+face+of+management/ Mon, 13 Oct 2014 11:48:31 +0000
 

With just four weeks to go in REED’s search for the Manager of the Year 2014, the recruitment specialist has partnered with YouGov to conduct research into how GB workers feel about their managers. It found that a significant number Brits value their manager’s efforts in areas outside the traditio[...]]]>
 

With just four weeks to go in REED’s search for the Manager of the Year 2014, the recruitment specialist has partnered with YouGov to conduct research into how GB workers feel about their managers. It found that a significant number Brits value their manager’s efforts in areas outside the traditional management role, with four in 10 employees saying their boss goes above and beyond their job description.

 

The number of GB workers that think their manager goes above and beyond their job description outweighs those that disagree by more than 50%. The most common factor was flexibility in the workplace, with more than two thirds (69%) saying this is one of the ways their supervisor goes above and beyond. Other attributes that these employees recognise in hardworking managers include rewarding the team when they deserve it (40%), offering personal advice or a shoulder to cry on (31%) and remembering occasions such as staff birthdays (26%).

 

Workers in the North East are most likely to have a manager that goes the extra mile, with 50% stating this. Education and construction are the sectors where most employees feel they have a boss that surpasses expectations (49%), with the marketing, PR, advertising and sales industry also seeing 48% of managers go beyond the call of duty.

 

Of these, Welsh employees (42%) feel their managers are almost twice as likely to offer a shoulder to cry on than bosses in Yorkshire and the Humber (23%). Supervisors in the West Midlands are the most likely of all the regions to reward their team (53%) when going over and above their defined role. Also, bosses in Yorkshire and the Humber (77%) are the most likely of all regions to recognise their employees by offering flexible working, while only 56% of supervisors in the South East do this.

 

Interestingly, supervisors in the medical and health sector are the most likely of all industries to offer a shoulder to cry on to employees (48%), with the sector also having bosses that are the most likely to remember staff birthdays and personal occasions (38%) when going outside of their defined role. Of all industries, the financial services sector has bosses that are the most likely to reward a team (55%) and offer flexibility in the workplace (77%).

 

Tom Lovell, group managing director at REED, adds:

“Our research shows that the role of a good manager is far more than just making sure that employees complete work on time and within budget. Being managed in the right way can bring out the best in people and can make all the difference as to whether they love or hate their job, which can in turn influence their productivity and efforts towards the success of an organisation.

 

“It’s clear different workers welcome different things when their manager is adding value, so an important skill for a manager is being able to judge what each individual employee will appreciate. We are calling on workers who think their manager is doing a great job to nominate their boss for Manager of the Year 2014. It’s a great opportunity to recognise a manager that’s going beyond the call of duty, making their company a successful and happy place to work for.”

 

Now in its third year, Manager of the Year, powered by REED, is a nationwide search that aims to recognise and reward top managers. If your manager is a cut above the rest, big-up your boss by visiting www.manageroftheyear2014.com and nominate them for the chance to win up to £1,000 to spend on their team. Nominations close 9 November 2014.

 

ENDS

For media information, contact:

Ian.stanley@mccann.com or on 0121 713 3566

Megan.coulson@mccann.com or on 0121 713 3550

 

Notes to editors:

All figures, unless otherwise stated, are from YouGov Plc.  Total sample size was 4,026 adults, of which 2,605 are workers. Fieldwork was undertaken between 19th - 20th August 2014. The survey was carried out online. The figures have been weighted and are representative of all GB adults (aged 18+).

 

]]> http://www.reedpressoffice.co.uk/newsArticle/To+be+or+not+to+be'26'238230'3BFacebook+friends+with+your+manager+/ http://www.reedpressoffice.co.uk/newsArticle/To+be+or+not+to+be'26'238230'3BFacebook+friends+with+your+manager+/ Mon, 13 Oct 2014 11:47:42 +0000
 

·         61% of employees are happy to socialise with their manager

·         But, most do not want to be Facebook friends with their boss

·         Four weeks to go in [...]]]>
 

·         61% of employees are happy to socialise with their manager

·         But, most do not want to be Facebook friends with their boss

·         Four weeks to go in quest to find the nation’s best managers. Nominate at www.manageroftheyear2014.com

 

With just four weeks to go in REED’s search for the Manager of the Year 2014, the recruitment specialist has partnered with YouGov to research how British workers feel about their bosses. It found that managers need to play a tough balancing act when it comes to being friends with their employees outside of work, with workers indicating there’s a fine line between being friends with their boss and their boss knowing too much about their personal life.

 

Work night out?

The research, which sampled more than 2,500 GB workers, found that employees are generally happy for supervisors to come along on work nights out. The majority of employees (61%) would go for a drink or socialise with their manager, with more than a third (35%) saying they already do this.

 

25-34 year olds and employees in London are most likely to want to socialise with their manager, with 70% agreeing in each case.  But, only 54% of 18-24 year olds are happy to socialise with their boss, making them the least likely age group to go for a drink with their manager.

 

The financial services industry is most comfortable with socialising with their superiors, with 80% happy to go for a drink with their boss. Hospitality & leisure and retail workers feel the strongest about not socialising with their supervisor, with 43% and 42% respectively saying they would not see their manager outside of work.

 

Facebook friends

However, when it comes to social media it seems the majority of Brits want to keep their personal life under wraps, with 57% of workers saying they are not and would not like to be friends with their manager on Facebook. On average only 15% have accepted a friend request from their boss.

 

Welsh workers are the most relaxed about letting management see their latest selfies, holiday snaps and status updates, with 27% either already Facebook friends with their manager or would like to be. Those in London feel most strongly about keeping this division between professional and personal lives, with 62% not wanting to pair up with their boss on Facebook.

 

Workers in marketing, PR, advertising and sales are far and away the most likely to be friends with their boss on Facebook, with nearly a third (31%) already connected – more than double the national average. Manufacturing and education are the sectors where people are least in favour of befriending their manager electronically, with 65% and 64% respectively not wanting to be Facebook friends with their supervisor.

 

Younger workers are also more likely to be Facebook friends with their supervisor, with 34% of 18-24 year olds and 31% of 25-34 year olds happy to accept a request.

 

Tom Lovell, group managing director at REED, adds:

“Our research shows that managers have to work hard to strike the right balance between being too friendly with their employees, and being seen as one of the team – with different workers wanting different things. Being managed in the right way can bring out the best in people and can make all the difference as to whether they love or hate their job.

 

“We are calling on workers who think their manager is doing a great job to nominate their boss for Manager of the Year 2014. It’s a great opportunity to recognise a manager that’s going above and beyond, making their company a successful and happy place to work for.”

 

Now in its third year, Manager of the Year, powered by REED, is a nationwide search that aims to recognise and reward top managers. If your manager is a cut above the rest, big-up your boss by visiting www.manageroftheyear2014.com and nominate them for the chance to win up to £1,000 to spend on their team. Nominations close 9 November 2014.

 

ENDS

For media information, contact:

Ian.stanley@mccann.com or on 0121 713 3566

Megan.coulson@mccann.com or on 0121 713 3550

 

Notes to editors:

All figures, unless otherwise stated, are from YouGov Plc.  Total sample size was 4,026 adults, of which 2,605 are workers. Fieldwork was undertaken between 19th - 20th August 2014. The survey was carried out online. The figures have been weighted and are representative of all GB adults (aged 18+).

]]> http://www.reedpressoffice.co.uk/newsArticle/UK'26'238217'3Bs+Ultimate+manager+is+combination+of+Obama'2C+Branson+and+Oprah/ http://www.reedpressoffice.co.uk/newsArticle/UK'26'238217'3Bs+Ultimate+manager+is+combination+of+Obama'2C+Branson+and+Oprah/ Tue, 09 Sep 2014 09:34:27 +0000
·         Barack Obama and Richard Branson most frequently chosen for good management skills from list of famous figures

·         Research launches quest from REED for the nation’s best managers

 

·         Barack Obama and Richard Branson most frequently chosen for good management skills from list of famous figures

·         Research launches quest from REED for the nation’s best managers

 

New research from specialist recruitment consultancy REED shows British workers want to be led by a manager who combines the management styles of Barack Obama, Richard Branson and Oprah Winfrey.

 

Most desired management skills

The research, conducted by YouGov to launch the hunt for the Manager of the Year 2014 – the search for the nation’s best managers, powered by REED – asked more than 2,500 UK workers about the ideal characteristics a manager should have. It found that the most important characteristic for a manager is good communication skills, with 21% of workers choosing this as their top requirement. Just under one in five (19%) viewed strong leadership as vital, and 14% thought fairness is the characteristic that should take precedence.

 

The top ten management characteristics in full are:

Communication skills (21%) Strong leadership (19%) Fairness (14%) Integrity (11%) Professionalism (11%) Calmness under pressure (5%) Sense of humour (4%) Team-orientation (4%) Compassion (3%) Encouragement (3%)  

Celebrity management styles

When asked to link these top management characteristics to a selection of famous individuals, Barack Obama and Richard Branson were most frequently chosen as exhibiting these traits with Barack Obama coming top in five categories, and Richard Branson being the most frequently chosen of those listed in four categories.

 

Looking at the results further, British workers’ ideal manager could combine the good communication skills (22%) and calmness under pressure (36%) of Barack Obama; the integrity (19%) and encouragement (15%) of Richard Branson; and the compassion (25%) of Oprah Winfrey. Jamie Oliver was also highlighted for his sense of humour, coming a close second in this category with 18% of votes, while Jose Mourinho was picked by 15% of workers as being the most team-orientated.

 

Dream manager from fact or fiction

When given a completely free choice on which famous person, living or dead, or fictional character workers would like as their manager, Richard Branson was again highly regarded, followed by Winston Churchill, then Stephen Fry. Some perhaps less obvious characters were also surprisingly popular, including Captain Picard from Star Trek, Dr Who, Professor Dumbledore from Harry Potter and even David Brent from The Office.

 

Tom Lovell, group managing director at REED, commented:

“Our research shows that a combination of qualities is important in a manger, but that communication skills are the most valued. This is perhaps because it is only through communicating properly and clearly with employees that they know what’s expected of them and vitally, when the work they do is being recognised.

 

“Being managed in the right way can bring out the best in people. It can make all the difference as to whether they love or hate their job which, in turn, can influence their productivity levels and overall business success. So, we understand that the best and brightest managers can be hugely instrumental in the performance of an organisation, and are calling on workers to nominate their boss for Manager of the Year 2014.”

 

Now in its third year, Manager of the Year, powered by REED, is a UK-wide search that aims to recognise and reward the nation’s top managers. If your manager is a cut above the rest, big-up your boss by visiting www.manageroftheyear2014.com and nominate them for the chance to win up to £1,000 to spend on their team.

 

ENDS

For media information, contact:

Ian.stanley@mccann.com or on 0121 713 3566

Megan.coulson@mccann.com or on 0121 713 3550

 

Notes to editors:

All figures, unless otherwise stated, are from YouGov Plc.  Total sample size was 4,026 adults, of which 2,605 are workers. Fieldwork was undertaken between 19th - 20th August 2014. The survey was carried out online. The figures have been weighted and are representative of all GB adults (aged 18+).

The results used are based on workers’ responses only.

 

The list of famous figures included:

Barack Obama

Oprah Winfrey

David Cameron

Angelina Jolie

Richard Branson

Clare Balding

Mark Zuckerberg

Jamie Oliver

Katie Price

Jose Mourinho

Peter Jones

]]> http://www.reedpressoffice.co.uk/newsArticle/NORTHERN+IRISH+WORKERS+HUNGRY+FOR+NEW+JOBS+FOLLOWING+RECESSION/ http://www.reedpressoffice.co.uk/newsArticle/NORTHERN+IRISH+WORKERS+HUNGRY+FOR+NEW+JOBS+FOLLOWING+RECESSION/ Wed, 28 May 2014 14:16:01 +0000
The REED Regional Salary Guide for Northern Ireland found that eight out of ten employees now feel secure in their jobs, which has set almost half (46%) of the country’s workers on the hunt for a new role. With such a high proportion looking for a mov[...]]]>
The REED Regional Salary Guide for Northern Ireland found that eight out of ten employees now feel secure in their jobs, which has set almost half (46%) of the country’s workers on the hunt for a new role. With such a high proportion looking for a move, REED is urging employers to act quickly to maintain and recruit talent.

Northern Ireland’s exit from the recession

Two years on from the official end of the recession, the REED Regional Salary Guide reveals encouraging signs in Northern Ireland fuelled by the drip feed of positive news about the local economy. This is reflected in 80% of the workforce feeling secure in their jobs, and two thirds (67%) now feeling satisfied – the third highest of all the UK regions.

However, greater confidence in the economy, not just one's job, is required – and almost three quarters (72%) of workers do not have faith in Northern Ireland to create jobs and boost the local economy. And this has left just under a quarter of workers (24%) looking to move away from the region.

During the recession almost one third (30%) of Northern Ireland’s workforce found their opportunities for a pay rise reduced more than anyone else in the UK. Additionally, one third 35% of the region received no benefits from their workplace including pay rise, training, bonuses or staff entertainment. These factors are a possible motivation for such a large amount (46%) of the workforce looking to move.

With a widely reported skills shortage, almost two thirds of employers (60%) are concerned about losing talented individuals, while 42% report the negative impact of a skills shortage on their organisation's performance and growth potential.

Claire Harvey, senior divisional director at REED North says, “Our latest research shows that Northern Ireland is showing some very promising signs of emerging from the recession. And this is tipping the balance in favour of the worker.

 “With widely reported fears of a skills shortage in Northern Ireland, and a workforce on the move, there is certainly cause for concern. With evidence of an upturn and the added pressure of a skills shortage, talented individuals will have the upper hand as employers compete for a limited pool of skilled candidates.”

The REED Regional Salary Guide can be obtained by visitingwww.reedglobal.com/en_GB/web/reedgb/news/salary-guides-splash 

ENDS

]]> http://www.reedpressoffice.co.uk/newsArticle/WORKERS+IN+THE+NORTH+EAST+HUNGRY+FOR+NEW+JOBS+FOLLOWING+RECESSION/ http://www.reedpressoffice.co.uk/newsArticle/WORKERS+IN+THE+NORTH+EAST+HUNGRY+FOR+NEW+JOBS+FOLLOWING+RECESSION/ Wed, 28 May 2014 14:14:17 +0000
Using a sample of nearly 2,500 workers across the UK, the REED Regional Salary Guide for North East England found that three quarters (79%) of employees now feel secure in their jobs, which has set more than one third (39%) of the North East’s workers o[...]]]>
Using a sample of nearly 2,500 workers across the UK, the REED Regional Salary Guide for North East England found that three quarters (79%) of employees now feel secure in their jobs, which has set more than one third (39%) of the North East’s workers on the hunt for a new role. With such a high proportion looking for a move, REED is urging employers to act quickly to maintain and recruit talent.

The North East’s exit from the recession

Two years on from the official end of the recession the REED Regional Salary Guide reveals that optimism is returning to the North East. The vast majority (79%) of workers feel secure and with confidence comes a more mobile labour market – more than a third (39%) of workers in the North East are looking or planning to look for their next job in the year ahead. Of those, just 14% are planning to move to another region which is lower than other parts of the UK and a boon for keeping skills within the local economy.

However, employers in the North East are concerned about losing talent with 62% worried about good people leaving their organisation and more than a third (36%) feeling a skills gap is already having a detrimental impact on their performance.

To combat this fear, in the last twelve months, half of workers (51%) in the North East have received training, while just under half (43%) have received a pay rise. This suggests that employers have acknowledged the need to invest to hold on to their talent.

Claire Harvey, senior divisional director at REED North says, “Entrepreneurial spirit has been alive and kicking in the area in recent times, with more than £50 million being made available to businesses in the North East from the Regional Growth Fund. The strength of bids from the North East has been publicly acknowledged and is testament to the passion and commitment of businesses in the region.

“With that in mind, it is no surprise that a high percentage of workers are looking to stay in the area, but despite this there are still more than a third of workers looking to move jobs. This means that companies need to step up their offering to attract talent from and prevent talent leaving to rival companies.

“The majority (68%) of employers say they will be investing in training and development to maintain and grow talent in their organisation, while almost half (44%) will be recruiting. With a pool of more confident candidates, employers will need to impress in an interview scenario as much as the interviewee.”

The REED Regional Salary Guide can be obtained by visiting www.reedglobal.com/en_GB/web/reedgb/news/salary-guides-splash

ENDS

]]> http://www.reedpressoffice.co.uk/newsArticle/WORKERS+IN+THE+MIDLANDS+HUNGRY+FOR+NEW+JOBS+FOLLOWING+RECESSION++/ http://www.reedpressoffice.co.uk/newsArticle/WORKERS+IN+THE+MIDLANDS+HUNGRY+FOR+NEW+JOBS+FOLLOWING+RECESSION++/ Wed, 28 May 2014 14:11:30 +0000
 

 

Using a sample of nearly 2,500 workers, the REED Regional Salary Guide for the Midlands reveals that more than three quarters (78%) of employees now feel secure in their jobs, which has set almost half (43%) of the regi[...]]]>
 

 

Using a sample of nearly 2,500 workers, the REED Regional Salary Guide for the Midlands reveals that more than three quarters (78%) of employees now feel secure in their jobs, which has set almost half (43%) of the region’s workers on the hunt for a new role. With such a high proportion looking for a move, REED is urging employers to act quickly to maintain and recruit talent.

 

The Midlands’ exit from the recession

Two years on from the official end of the recession the REED Regional Salary Guide reveals that optimism is returning to the Midlands. More than three quarters (78%) of employees in the region report feeling secure in their jobs and a third (34%) feel confident that the Midlands can create jobs and boost the local economy.

 

As confidence returns, workers are now more active in looking for their next career move with just under half (43%) of the region’s workforce already looking or planning to look for their next role in the year ahead. However, nearly a quarter of these (22%) are planning to move to another region, which presents a significant challenge for employers in the Midlands.

 

With an ageing workforce, employers cannot afford to see skills migrating from the region. However, almost two thirds (60%) of employers in the Midlands are concerned about losing talented individuals from their organisation and nearly half of employers (46%) say that a skills gap is having a negative impact on their business performance.         

 

Amid these concerns and the impact of a skills shortage, REED is urging employers may need to look again at their remuneration packages to protect their talent base. The majority of employers (84%) are focussed on maintaining and growing their talent base in the year ahead, with investing in training and development (57%) the preferred route to shoring up skills in a business. Almost four in 10 (38%) workers received a pay rise, training or both in the last 12 months, but a third (31%) of workers received no additional reward including training, pay rise, bonus, staff entertainment.

 

Claire Harvey, senior divisional director for REED North says, “The business success stories across the Midlands economy are many and varied, from advancements in 3D printing through to a burgeoning biotech sector and large construction projects, reinforcing the richly diverse nature of this area of the UK which was built on innovation and creativity.

“The level of confidence in the regional economy is higher than some areas of the UK and reflects the buzz of activity that is alive across the cities and towns of the Midlands. For example, the six Local Enterprise Partnerships across the West Midlands have come together to create the £125 million Regional Investment Fund to provide loans and finance support for small businesses across the region.

 

“The return to confidence in the economy is good news for employers and candidates alike, but it does prompt a need for action among hiring managers who will have to work harder to secure the talent that will ensure they are ready to capitalise on the opportunities that a more thriving economy presents.”

 

The REED Regional Salary Guide can be obtained by visiting www.reedglobal.com/en_GB/web/reedgb/news/salary-guides-splash]]> http://www.reedpressoffice.co.uk/newsArticle/NORTH+WEST+WORKERS+HUNGRY+FOR+NEW+JOBS+FOLLOWING+RECESSION/ http://www.reedpressoffice.co.uk/newsArticle/NORTH+WEST+WORKERS+HUNGRY+FOR+NEW+JOBS+FOLLOWING+RECESSION/ Wed, 28 May 2014 14:10:53 +0000
The REED Regional Salary Guide for the North West revealed that three quarters (77%) of employees now feel secure in their jobs, which has set almost a third (31%) of the North West’s workers on the hunt for a new role. With such a high proportion looking for a m[...]]]>
The REED Regional Salary Guide for the North West revealed that three quarters (77%) of employees now feel secure in their jobs, which has set almost a third (31%) of the North West’s workers on the hunt for a new role. With such a high proportion looking for a move, REED is urging employers to act quickly to maintain and recruit talent.

The North West’s exit from the recession

Two years on from the official end of the recession the REED Regional Salary Guide reveals a sense of optimism in the North West. This is buoyed by events including Liverpool hosting the International Festival for Business 2014. The vast majority (77%) of workers feel secure but while the positive economic data is helping to boost morale 71% still do not have confidence in the regional economy to create jobs.

Nonetheless, businesses remain optimistic and as they gear up for growth, employers in the North West are concerned about skills shortages, with 45% worried about losing talented individuals from their organisation – a significant proportion but well below the UK average of 57%. The majority of employers (84%) are now taking steps to protect and grow their talent base, with training and development being the main area of investment.

Claire Harvey, senior divisional director at REED North says, “The North West is faring very well in terms of job creation and major businesses in the region are out-performing other regions according to recent statistics showing a dramatic reduction in the level of profit warnings among PLCs.

“The challenge now for the North West is in delivering sustainable growth and collaboration across the region could prove to be its secret weapon. Investment in transport links with the Northern Hub will help to foster collaboration between companies in the North West and some commentators believe will be beneficial to the regional economy.

“There is an upbeat mood across the North West, with firms continuing to hire and a healthy level of job creation. As confidence continues to grow in the North West, the number of job seekers will inevitably increase and employers need to be ready to protect their existing talent and able to compete for the strong candidates who will come on to the market.”

The REED Regional Salary Guide can be obtained by visiting www.reedglobal.com/en_GB/web/reedgb/news/salary-guides-splash

ENDS

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