Top 10 motivators for Aussie professionals

by Cameron Edmond22 Jan 2014
Managers are letting the team down when it comes to motivating staff returning to work after the long summer break. According to research from employment specialists Clarius Group, only 30% of managers make a special effort to motivate their staff after the Christmas holiday. This is despite more than half of all white collar professionals indicating they found it hard to get into gear after the break.
 
 “Most of us struggle to get back into a work rhythm after the holidays and come February we will see a dramatic spike in those looking for a new role,” said Clarius Group chief Kym Quick, warning employers that failure to motivate their staff early may result in low productivity and high turnover.

While financial incentives continue to reign supreme, Quick stated that organisations can offer other incentives to help jumpstart employeemotivation. This can include establishing clear set goals for staff members, as well as organising an early team event to help kick-start bonding and energise staff.

“Another motivating idea is to offer employees an additional eight hours off for free to be used during the year in full or in part as they wish. This gives them a better work/life balance and demonstrates they are valued.”

Top motivators
Clarius Group’s research also revealed the top 10 motivators for Australian white collar professionals in 2014:
  • Money
  • Work/life balance
  • Being valued and recognised
  • Interesting work
  • Working with good people who they can learn from
  • Flexible hours
  • Good managers
  • Finding meaning and purpose in the work they do
  • Job security
  • “A great company doing good work”
 
 

COMMENTS

  • by John 22/01/2014 4:33:36 PM

    Nice work Clarius - a summary of the bleedingly obvious. These could have been findings from 2005, 2000, 1995 1990....

  • by Cameron 22/01/2014 4:52:47 PM

    Hi John, thanks for your comment.

    Although it is true that motivations have perhaps not shifted that greatly from the past, the results are interested given the heavily documented (on this site, by academics, other media outlets and researchers) cases of the younger generation having more of a focus on flexible hours (whereas the 9-5 was once viewed as the be-all-and-end-all), a work/life balance and meaningful work.

    As such, the results give a nod to the fact these concepts have moved to the forefront of workers in 2014, but it is still interesting that money, good managers and job security (the younger generation is viewed as frantic job hoppers), remain in high positions.

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