Latest news with #Workmonitor
Yahoo
5 days ago
- Business
- Yahoo
Personalization, belonging, and development: Randstad unveils employees' new professional expectations
MONTREAL, June 17, 2025 /CNW/ - In 2025, offering a job is no longer enough. Employers must offer meaning. In a market shaped by fierce talent competition and economic shifts, the world of work has experienced a profound transformation in recent years: employees are no longer just looking for a good salary or a title. They want a job that reflects their personality and lifestyle. This is confirmed by the latest findings of the Workmonitor survey, conducted by Randstad, which paints a picture of what motivates employees to work for a company and keep their jobs. For the first time since its creation, the survey reveals that salary is no longer the main driver of motivation. Here's what really makes the difference today: Personalization What today's employees are looking for is a job that matches their personal values, pace of life and ambitions. Flexibility, work-life balance, and internal growth are no longer "extras" — they are basic expectations. 44% of respondents said they would turn down a job if the company's values didn't match their personal values. 2. A strong sense of belonging Talent is looking for a healthy, inclusive environment based on trust and authenticity. 89% of respondents say they want their workplace to feel more like a community and 86% of them perform better at work when they feel like they belong. No place for toxic workplaces, either! 42% of respondents say they have already quit their job for this reason. 3. A company that invests in their future Employees want fair access to training and ongoing skills development, particularly in AI and emerging technologies, as well as opportunities for professional reskilling. 39% of survey respondents said they might refuse a job if it offered no development opportunities. For more information on the new trends shaping the world of work, visit Randstad Canada website or consult the survey summary. About Randstad Randstad is the world's largest talent company and a partner of choice to clients. We are committed to providing equitable opportunities to people from all backgrounds and helping them remain relevant in the rapidly changing world of work. We have a deep understanding of the labor market and help our clients to create the high-quality, diverse and agile workforces they need to succeed. Our 46,000 employees around the world make a positive impact on society by helping people to realize their true potential throughout their working life. For more information, visit INFORMATION : Randstad Canada Facebook | LinkedIn | Instagram | YouTube | TikTok INTERVIEW REQUESTS :Iris WeiAgence Canidé(819) 598-0167iris@ SOURCE Randstad Interim Inc. dba Randstad Canada. View original content: Error while retrieving data Sign in to access your portfolio Error while retrieving data Error while retrieving data Error while retrieving data Error while retrieving data
Cision Canada
5 days ago
- Business
- Cision Canada
Personalization, belonging, and development: Randstad unveils employees' new professional expectations Français
MONTREAL, June 17, 2025 /CNW/ - In 2025, offering a job is no longer enough. Employers must offer meaning. In a market shaped by fierce talent competition and economic shifts, the world of work has experienced a profound transformation in recent years: employees are no longer just looking for a good salary or a title. They want a job that reflects their personality and lifestyle. This is confirmed by the latest findings of the Workmonitor survey, conducted by Randstad, which paints a picture of what motivates employees to work for a company and keep their jobs. For the first time since its creation, the survey reveals that salary is no longer the main driver of motivation. Here's what really makes the difference today: Personalization What today's employees are looking for is a job that matches their personal values, pace of life and ambitions. Flexibility, work-life balance, and internal growth are no longer "extras" — they are basic expectations. 44% of respondents said they would turn down a job if the company's values didn't match their personal values. 2. A strong sense of belonging Talent is looking for a healthy, inclusive environment based on trust and authenticity. 89% of respondents say they want their workplace to feel more like a community and 86% of them perform better at work when they feel like they belong. No place for toxic workplaces, either! 42% of respondents say they have already quit their job for this reason. 3. A company that invests in their future Employees want fair access to training and ongoing skills development, particularly in AI and emerging technologies, as well as opportunities for professional reskilling. 39% of survey respondents said they might refuse a job if it offered no development opportunities. For more information on the new trends shaping the world of work, visit Randstad Canada website or consult the survey summary. About Randstad Randstad is the world's largest talent company and a partner of choice to clients. We are committed to providing equitable opportunities to people from all backgrounds and helping them remain relevant in the rapidly changing world of work. We have a deep understanding of the labor market and help our clients to create the high-quality, diverse and agile workforces they need to succeed. Our 46,000 employees around the world make a positive impact on society by helping people to realize their true potential throughout their working life. : Randstad Canada INTERVIEW REQUESTS : Iris Wei Agence Canidé (819) 598-0167 [email protected] SOURCE Randstad Interim Inc. dba Randstad Canada.
The Sun
01-05-2025
- Health
- The Sun
Toxic workplace driving away younger employees
PETALING JAYA: Malaysian workers are the most likely in the Asia-Pacific region to walk away from toxic workplaces, with nearly six in 10 saying they would resign rather than endure unhealthy environments, according to the Randstad 2025 Workmonitor survey. Universiti Malaysia Kelantan Professor of Human Resource and Industrial Relation, Prof Dr Balakrishnan Parasuraman said awareness of toxic workplace culture has grown significantly over the past decade. This shift, he noted, has been driven by the rise of social media, greater employee consciousness and a growing emphasis on mental health and well-being. 'Previously, toxic behaviours such as bullying, favouritism, poor communication and overwork were often tolerated or normalised. 'But younger generations entering the workforce are pushing for greater accountability and healthier work environments,' he said. He added that the Randstad report reflects rising demand for more human-centric work cultures that prioritise work-life balance, a sense of belonging and supportive leadership. 'Today's employees are more likely to quit than tolerate toxic work conditions because they're more aware of how such environments can harm their mental health, careers and relationships. Personal well-being is now a top priority,' he said. The rise of remote work and increased job mobility have also given employees more options, empowering them to seek better workplaces. 'Cultural shifts, especially among millennials and Gen Z, have led to a stronger push for better working conditions. 'These generations are more vocal about their expectations and are helping to drive change. 'Social media also allows employees to share experiences and find support, making it easier to leave toxic environments. Moving to healthier workplaces boosts morale and enhances a company's reputation,' he said. The Randstad 2025 Workmonitor survey, which polled 503 respondents in Malaysia, revealed that 59% had either left or would consider leaving a job due to a toxic workplace culture. Workplace culture emerged as a key factor influencing employee retention and career decisions. Nearly half (48%) of Malaysian respondents said they would reject job offers from companies that do not actively promote a healthy, positive work environment. This sentiment is particularly strong among younger and mid-career professionals, with 59% of Gen Z and 50% of Gen X respondents expressing this view. Meanwhile, Malaysian Employers Federation president Datuk Dr Syed Hussain Syed Husman said no employer wants a toxic workplace, as such an environment is unsustainable for both businesses and workers. 'No organisation can survive in a toxic environment. So using the term 'unwillingness to address' is inaccurate. 'Employers strive to create workplaces that are dynamic, positive and healthy.' Syed Hussain said employers shape a culture of positivity through training programmes that instil both values and skills. 'When hiring, employers assess both the candidate's values and skill sets to ensure alignment with the organisation,' he said. He added that tools like employee satisfaction surveys and 360-degree reviews help employers identify and address workplace issues. However, he noted that employees often do not raise concerns when given the chance, which can delay resolution. 'No employer will wait long to resolve a toxic environment because such issues affect the entire organisation's health. Employees should feel encouraged to report toxic behaviours through the proper channels,' he said. On mental health, Syed Hussain said most employers aim to provide a safe and healthy work environment as it directly influences productivity. 'Many medium and large companies have dedicated health and safety departments. While smaller SMEs may lack the resources for such departments, no employer wants to cut costs in this area,' he added.
Techday NZ
30-04-2025
- Business
- Techday NZ
New Zealand workers value training as job competition intensifies
Randstad's latest Workmonitor report has found that most New Zealanders in the workforce currently place high value on training, development and reskilling as employers weigh alternatives to pay increases. The 2025 Randstad Workmonitor research surveyed working people across New Zealand, revealing that 75% of respondents consider training and development either important in their current role or necessary when seeking a new one. These findings arrive as employers increasingly opt for non-monetary support for their workforce amid a competitive and evolving job market. Professional development and opportunities to gain new skills have emerged as key expectations among workers, with 42% of survey respondents stating they would not accept a job that did not offer options to develop future-ready skills. This trend continues to reinforce the relevance of continuous learning and professional growth for both employees and employers as competitive differentiators in today's economy. Recent Seek employment figures underline these workforce dynamics, indicating a 2% contraction of the New Zealand job market in February and a 5% increase in job applications per advertisement in January, all signifying growing competition among job seekers and a slowdown in new opportunities. As the market presents signs of stabilisation after a period of decline, the pressure on both job applicants and businesses to remain adaptable and resilient has intensified. The report details a nuanced perspective on whose responsibility skill development should be. While 23% of respondents indicated a willingness to upskill themselves, a significantly larger group—39%—see reskilling as predominantly the employer's responsibility. Still, a majority (54%) said their employers had provided options to develop future-proof skills, such as training related to artificial intelligence. Interest in AI training was the most prominent learning and development opportunity requested, particularly among Baby Boomers (17%) and Gen Z (16%). The research also found notable generational differences in training access, with 47% of Gen Z receiving training or development opportunities in the past six months, compared to just 20% of Baby Boomers. According to Randstad, investment in learning and professional development allows workers to better compete for roles and enables organisations to meet the skill requirements of emerging sectors, especially as technological change and sustainability initiatives reshape the job landscape. Sarah Bills, Randstad New Zealand's Country Director, said, "With the job market being so tight, employers must balance the needs of the organisation with those of employees. Many organisations are currently pausing salary increases and bonuses to focus on operational continuity and job security. There may be an expectation-versus-reality gap that needs to be addressed. Generally, when employees understand the company's situation, they are more accepting of the available options. For example, someone in the early stages of their career might value professional development more than additional work-from-home benefits." In response to the focus on skill advancement, Bills added, "Professional development can be both cost-effective and beneficial for both employees and employers. For instance, it could be as simple as assigning an experienced mentor to guide someone's professional journey. It doesn't always require costly external courses. Organisations can engage with their staff to understand what matters to them as individuals, which doesn't necessarily have to carry a financial cost but can make a significant impact." The report's findings suggest that while compensation remains important to New Zealanders, avenues for professional growth are increasingly being viewed as differentiating factors in accepting or remaining in roles. As changes in technology—most notably artificial intelligence—and market trends spur the evolution of job requirements, both workers and employers face an ongoing mandate to prioritise learning and adaptation to remain competitive within the current economic environment.
