Global Survey Shows How Employees Define Career Success 
Employers throughout California continue to struggle to find skilled and motivated individuals to meet performance goals. However, recent findings suggest an ongoing disconnect between employee aspirations and the performance demands of employers worldwide. A new global career survey of employees found that only ten percent of employees define career success as high performance and productivity. Further information obtained from the survey includes:
- Employees rank work/life balance higher than they do performance
Employees are more concerned with achieving a work/life balance than being the best at what they do. - Enjoyment/happiness at work ranked higher than both performance and salary
A higher percentage of employees define success in the workplace as enjoyment/happiness. In fact, enjoyment/happiness at the workplace ranked higher than any other area including salary, respect, recognition and high performance. - Respect from leaders is highly valued by employees
More than fifty percent of employees admit that respect for their knowledge and experience is their top expectation of leadership. - Mutual trust is expected from colleagues
Most employees want mutual trust from their colleagues at work, followed by respect for their knowledge, equal relationships and transparency. - Employees will change jobs to improve their work/life balance and pay
The highest motivation for switching jobs was the desire for work/life balance and higher compensation. These were followed by seeking a different work culture and the desire for more challenging assignments.
According to the survey, millennials are the least likely to aspire to be the best at what they do when compared to baby boomers and Gen X. However, only three percent of employees worldwide aspire to achieve a prominent position.
It is understood that high performers have a disproportionate impact on business results. Yet talent shortages for in-demand skills remain high. In order to attract and retain top talent, organizations would need to make development a top priority and allow their leaders to mentor employees to expand their skills, capabilities and experience.
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