Addison Group’s Third Annual Workplace Survey Reveals Ambitious, Anxious Workforce: Nearly One in Three Unhappy with How Fast They’re Moving Up the Ladder, Women More so than Men

Data shows career progression anxieties evident until retirement,
with more than half of U.S. employees not confident they will be
financially able to retire at the age they want

CHICAGO–(BUSINESS WIRE)–Addison Group (“Addison”), a leading provider of professional staffing
services, today released the results of their third annual Workplace
Survey that examines employees’ satisfaction with their jobs, career
goals and professional values. In 2015 the Workplace Survey examined
employees’ workplace preferences, career goals and professional values.
This year, the survey focused on the full job lifecycle – from education
to retirement – breaking down these insights based on gender and
generation, and uncovered a motivated but cautious workforce.

“The latest edition of our Workplace Survey has enabled us to identify
the challenges and anxieties employees face in their careers, from start
to finish,” said Thomas Moran, CEO, Addison Group. “While job
satisfaction is high across the board, the workforce has significant
concerns around the value of additional education, the speed of career
progression, the viability of management opportunities and their ability
to retire. HR professionals’ ability to better understand the workforce
and ongoing marketplace trends like these will enable them to best align
their recruitment and retainment strategies with what opportunities top
talent are looking for in their careers.”

Today’s employers understand that keeping their employees happy, through
benefits, salary and work perks will ultimately benefit the company as a
whole. Yet, even happy employees still experience the pressure of
financial responsibilities and the desire for greater success in their
career. While U.S. employees are generally satisfied at work and with
their field today, over a quarter (29 percent) are not happy with their
career progression and 41 percent believe they are not on the path to
their dream job. In fact, the majority of U.S. employees (55%) are
worried they should be doing more now to get where they want to be in
the future.

For some, that future planning includes advanced degrees with 62 percent
of U.S. employees believing that getting an advanced degree is worth the
money, bringing another factor into the career and financial planning
equation. And thinking more long term, nearly half of U.S. employees
(47%) believe they will have to retire at an age older than their
parents. HR professionals need to acknowledge these anxieties, and
address them through benefits packages and wellness offerings to
maintain a happy workforce.

Women Lacking Confidence in Career Progressions

While a national conversation around gender equality in the workplace
takes place, the survey found that one in three females (32 percent) are
unhappy with their career progression in contrast to one in four (25
percent) males who feel the same. The data also shows 37 percent of
women believe being a manager has the potential to advance their career,
and 51 percent are interested in becoming a manager. Yet, only 39
percent of women currently manage others, which is significantly lower
than the 60 percent of men.

The gender gap in the workplace is not something that will solve itself
overnight, but HR professionals need to be conscious of how they might
best support their female employees in their career endeavors.

The Generation Breakdown

Similar to the gender gap, Addison Group’s survey found a generational
gap exists as well. Older generations tend to be more content in their
field of work, with 82 percent of Baby Boomers reporting they are happy
in their field whereas only 74 percent of Millennials agree.

Millennials continue to show enthusiasm for management opportunities, as
67 percent want to be a manager, while only 58 percent of the broader
workforce is looking for this opportunity. The positive view of
management and desire to lead is a driving force in career progression,
which bodes well for this generation as they rise the ranks. Millennials
may be eager, but the majority of U.S. employees have the perception
that Millennials are entitled (60%), less loyal to companies (69%) and
expect more to come to them rather than earn it (72%).

Managing across generations continues to be a challenge for HR
professionals, and can be achieved through open dialogue and honest
conversations about career progression.

Money Matters

Gender and generation aside, salary matters most in a job to all
employees, period. The top reason for U.S. employees leaving their last
job was not making enough money, coupled with the fact that high salary
is the biggest driving factor in influencing employees to work at their
current job.

While not making enough money was ranked the number one reason for
leaving the last job (43%), not enjoying the work they were doing (32%)
and problems with management (29%) were ranked as numbers two and three.
On the flip side, great work-life balance (43%) and strong benefits
(42%) were the number two and number three influence on U.S. employees’
decisions to work at their current job.

HR professionals should acknowledge the importance of salary from the
outset, both in their counsel to employers and their recruitment of top
talent. It’s also worth noting that after salary, benefits and work
perks are key factors in bringing in the best employees. Of course,
strong leadership and management can contribute to retaining those

The Advanced Degree Dilemma

The conversation of whether or not an advanced degree will help you get
ahead is relevant in every industry. The majority of U.S. employees
(62%) perceive advanced degrees as being worth the money invested, and
perhaps unsurprisingly, 80 percent of employees who went for the
advanced degree believe that to be true.

When it comes to those with hiring responsibilities, while 79 percent
agree that candidates with advanced degrees have a greater chance of
being brought in for an interview, 68 percent agree that the degree does
not mean as much as other factors in an interview. Yet, two out of three
of those respondents would be more likely to hire a candidate with an
advanced degree. So, ultimately, the advanced degree does hold value in
the workplace.

Additionally, it’s worth noting that over 85 percent of U.S. employees
with an advanced degree feel it has helped them advance their career and
their job performance.

Worries over Retirement

The advanced degrees and importance of salary all ladder back to
planning for retirement at the end of a career. Addison Group’s survey
revealed there is concern surrounding employee’s retirement outlook,
with 51 percent of U.S. employees not confident they will be able to
financially retire when they want.

The preparedness for retirement is a significantly larger concern with
women as 43 percent are confident in their financial ability to retire,
versus 55 percent of men who feel similarly. There are generation gaps
in the sentiment towards retirement as well, with young Millennials
(61%) feeling the most confident they will be able to financially retire
when they want. In contrast, the older generations of Gen X (50%) and
Baby Boomers (55%) think they will retire at an age older than their
parents. HR professionals can help manage these concerns with financial
planning workshops, online seminars and providing consultants to help
employees best understand their retirement options.

Addison Group commissioned a 15-minute online survey among a
nationally-representative sample of 1,407 full-time and part-time U.S.
employees. The margin of error for this sample is +/- 3.1% at the 95%
confidence level. The survey was fielded between April 25 and April 30,
2016 and conducted by Edelman Intelligence, a full-service consumer
research firm. As a member of CASRO in good standing, Edelman
Intelligence conducts all research in accordance with Market Research
Standards and Guidelines.

About Addison Group

Addison Group is a leading provider of professional staffing and search
services. Bringing the best to the best, Addison combines a national
network and localized service for broad reach with a personal touch.
Specialized practices deliver the right candidate at the right time in
Information Technology, Finance & Accounting, Healthcare, Executive
Search, HR & Administrative, and Engineering. Addison has received
Inavero’s Best of Staffing award for the past six years. Learn more at


Martha Kelley Sams
Addison Group