Work environment more important than wages – Swiss workers setting new priorities

A new study shows that Generation Z values security while the 50+ generation wants autonomy and flexibility.

Swiss workers consider the work environment to be the most important criteria in a job – even more so than pay. This surprising choice of priorities is the finding of a representative study by swissstaffing and gfs-zürich, which surveyed 1204 people of working age. The results display clear differences between generations: while Generation Z is looking for security, older workers want greater autonomy, flexibility and purpose. Notably, employers often set priorities that conflict with the working population's needs. This is the finding of a survey of 509 Swiss companies.

Swiss workers consider the work environment (68 %) to be the most important criteria in a job, ranking it ahead of pay (63 %). Flexibility is also one of the deciding factors: a total of 47 percent of workers now consider flexibility in terms of time and/or location to be crucial.
Workers' priorities vary significantly by age: pay is the top priority for the young Generation Z and job security is more important to them than any other age group. By contrast, the older 50+ generation sets greater store by autonomy, flexibility and purpose.
Generation Z's unexpected focus on financial security can be attributed to economic crises and the dynamic working world in which they have grown up. This has also increased their need for stability and security. At the same time, they are aware of their market value because of the skills shortage and demand to be remunerated accordingly. The 50+ generation, on the other hand, grew up in a time of economic boom and social stability. After spending decades in the working world, they are increasingly prioritizing self-determination and prefer working models that balance autonomy, purpose and a better work-life balance. After all, they have fought for their position in the labor market and most likely also enjoy better remuneration than young workers.

Discrepancy between employee needs and business reality

A supplementary survey of 509 companies showed that employees' needs often do not match the priorities set by companies. For example, only around half of employers viewed a good work environment (53 %) and good pay (44 %) as core strengths of their company. Instead, they highlighted flat hierarchies (42 %) and other factors rooted in their corporate structure, which are less crucial to workers. The lingering skills shortage due to demographic development will pose major challenges for Swiss companies in the upcoming years. In order to attract and retain enough qualified workers for the long term, they will need to make targeted efforts to adapt their recruitment and retention strategies to meet the varying needs of employees. This includes investing in a positive work environment, competitive pay, and flexible working models. Companies that neglect these factors risk increased staff turnover and unfilled vacancies.

Staffing service providers increasingly important as strategic partners

In a time of skills shortages, staffing service providers are becoming increasingly important strategic partners. 60 percent of Swiss companies with more than five employees have already made use of temporary work. Staffing service providers' networks and market knowledge enable them to find qualified talent and plug staffing gaps using flexible solutions such as staff leasing. It is becoming increasingly important to companies to pair their core staff with building up a flexible workforce in order to ensure that labor is available as needed. Temporary work as a flexible form of work is also proving to be a sustainable recruitment strategy: many workers use it as a springboard to permanent employment, allowing companies to get to know skilled workers in their daily work. This reduces the risk of appointing the wrong person and lowers recruitment costs. Conversely, temporary workers are also using staffing service providers as partners: a survey of 5018 temporary workers showed that 60 percent value the fact that these providers will conduct the job search on their behalf.

Workers: what is important in a job: a comparison of age groups

Study design: Workforce survey: The gfs-zürich institute surveyed 1204 people in Switzerland aged 18 or over (not including pensioners) on behalf of swissstaffing. The survey was conducted by telephone and online. It is representative in terms of age, gender and language region. Survey period: October 7 to November 2, 2024. Business survey: The Sotomo institute surveyed 509 companies in German-speaking and French-speaking Switzerland with at least five employees on behalf of swissstaffing. The survey was conducted online. Survey period: October 22 to November 4, 2024. Temporary worker survey: The gfs-zürich institute conducted an online survey of a total of 5018 temporary workers at eleven large and small staff leasing companies on behalf of swissstaffing. Survey period: October 8 to November 19, 2024.

 

For more information, please contact:

Ariane M. Baer, Project Manager Economics and Politics
Tel: +41 (0)79 388 25 95
ariane.baer@swissstaffing.ch

Celeste Bella, Head of Marketing & Communications
Tel: +41 (0)44 388 95 65 / +41 (0)79 388 94 22
celeste.bella@swissstaffing.ch 

The full white paper «Finding the balance between Gen Z and 50+: making companies attractive to all generations» is available for download at www.swissstaffing.ch/whitepaper.