Research Digested: Workmonitor: the voice of talent in 2024, Randstad

A snapshot of useful research for L&D and workplace professionals

Why read this report
This is Randstad’s 21st Workmonitor report and at 83 pages long, it’s a very comprehensive read. The report says there’s a new ABC of talent – ambition, talent and connection.

About this research
Some 27,000 workers were surveyed across the world.  It covered 34 markets, with at least 500 interviews per market. Respondents were aged 18-67 and were either in work or considering looking for work.

Standout stats

The report starts with global stats and then breaks them down into regions.

Motivation and ambition:

Top three most important factors when thinking about current/future employment are:

  1. Work life balance – 93% globally, 95% in the UK
  2. The pay – 93% globally, 94% in the UK
  3. Job security – 89% globally, 91% in the UK
  • Globally, 56% of people feel ambitious about their career, 42% in the UK
  • 47% want to take on more managerial responsibilities, 65% in the UK
  • 45% are worried about losing their job, 42% in the UK
  • 51% are happy to stay in a role they like even if there’s no room to progress or develop, 50% in the UK
  • 35% would quit a job that didn’t offer career progression, 28% in the UK
  • 46% feel they can be open with their employer about wanting to progress quickly in their career, 47% in the UK
  • 57% would accept a job they thought would negatively affect their work-life balance, 60% in the UK
  • 48% would quite a job that was preventing them from enjoying life, 47% in the UK


I wouldn’t accept a job if it didn’t provide flexibility around:

  • Where I work: 37% globally, 39% in the UK
  • Working hours: 41% globally, 43% in the UK
  • I’d consider quitting my job if my employer asked me to spend more time working in the office: 37% globally, 55% in the UK
  • Being able to work from home is non-negotiable for me: 39% globally, 54% in the UK
  • My employer isn’t providing enough flexibility around working from home: 42% globally, 52% in the UK
  • My employer has become stricter about staff coming into the office in the past few months: 41% globally, 60% in the UK

Equity and understanding:

I wouldn’t accept a job if:

  • I didn’t agree with the viewpoints of the leadership: 38% globally, 37% in the UK
  • The organisation wasn’t making a proactive effort to improve on D&I: 37% globally, 32% in the UK
  • The business doesn’t align with my social and environmental values: 38% globally, 31% in the UK

Top three most important DEIB initiatives and policies:

  • Gender pay equity: 65% globally, 63% in the UK
  • A diverse workforce: 42% globally, 52% in the UK
  • Family leave for all talent: 45% globally, 46% in the UK

AI and skilling:

  • My employer is helping me develop future-proof skills for my career: 52% globally, 45% in the UK
  • I would not accept a job if it didn’t offer L&D opportunities to future proof my career: 36% globally, 32% in the UK
  • I would quit my job if I wasn’t offered L&D opportunities to future proof my career: 29% globally, 24% in the UK
  • Who is responsible for training and upskilling: workers 23%, employer 42% globally, workers 43%, employers 26% in the UK

Final word

This report says ambition is more than climbing the ladder now and that people are not necessarily driven by promotions. Work-life balance, flexibility, equity and skilling are top concerns. Talent values work-life balance as much as it values pay. And employers need to understand that individuals want different career paths, different working models and equity in the workplace.

Report reading time: 25 minutes

Media: pdf