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 1. 
 2. Focus areas
 3. Culture and engagement


HOW DO CANADIAN WORKERS DEFINE SUCCESS?

Employers should find out how employees ‘individually define purpose to avoid
mistaking contentment with complacency'


By Jim Wilson
Jan 04, 2024
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While most (85 per cent) employees want to advance in their careers, climbing
the corporate ladder is not the most important thing for workers. 

Most job seekers say it is more important to have a meaningful job than a
high-level job title (85 per cent), according to a report from Express
Employment Professionals.

And 84 per cent define success through work-life balance as opposed to climbing
the corporate ladder.



Most hiring decision-makers echo this sentiment, with 87 per cent saying it is
more important for workers to have a meaningful job than a high-level job title,
and 84 per cent saying employees are defining success by work-life balance more
now compared to three years ago.


CLIMBING THE CORPORATE LADDER

Climbing the corporate ladder is an unpopular endeavour for workers of all ages,
with the older workers far more likely to make this claim, finds the survey of
over 500 Canadian adults, conducted between June 8 and 22, 2023.

Overall, nearly two-thirds of Canadian job seekers (63 per cent) say they are
not interested in “climbing the corporate ladder.”

This is more common among boomers (75 per cent) than among Gen X (66 per cent)
or Gen Z (57 per cent) employees.

Almost all (93 per cent) of Canadian professionals between 20 and 35 want to
work for an organization that is agile, meaning it supports quick and flexible
decision-making, according to previous research from Nestlé Canada.




CONCERNS ABOUT LACK OF DRIVE, COMMITMENT FROM MANAGERS

However, when assessing employees who are not interested in “climbing the
corporate ladder,” Canadian hiring decision-makers commonly describe such
employees negatively (57 per cent), according to the Glassdoor report. 

When describing these workers, they note a lack of drive (31 per cent), being
unengaged (27 per cent) and uncommitted (23 per cent). And half (51 per cent)
report such employees as having less long-term potential in their company.

This, however, does not mean that employers don’t see these workers’ value: 86
per cent of Canadian hiring decision-makers say that employees content with
their current role still contribute to the success of a company. 

About a quarter (24 per cent) of decision-makers say these workers simply know
their limit and 20 per cent say they know what they want.

“Whether it's an entry-level position or an executive role, every job
contributes significantly to the overall functionality and success of a
workforce,” says Bill Stoller, Express Employment International CEO. “People’s
ambitions vary, but one thing that all employees should have in common is to
find continuing education opportunities to excel in their duties and always
strive for improvement. Businesses would also be prudent to discover how team
members individually define purpose to avoid mistaking contentment with
complacency.”



Many employees, however, believe that their current employer does not match
their values, and that it would be difficult to find an employer that aligns
with their values, according to a previous report from Glassdoor.


RECOGNIZING WORKERS’ EFFORTS 

Despite the low desire to climb to the top, most employed job seekers (54 per
cent) feel they are performing “above and beyond” at their company now, compared
to a year ago, but only 41 per cent of Canadian hiring decision-makers report
the employees at their company are performing similarly. Half (50 per cent) say
their employees are doing just enough.

Creating a culture of recognition this year is important, says Aleksandra
Masionis, associate director of content marketing at Achievers.

“A culture of recognition drives employee engagement, motivating team members to
excel in their roles,” says Masionis. “When individuals see that their efforts
are consistently recognized, they want to keep the stream of recognition flowing
by performing at their best. They’re also more likely to remain with your
company, reducing turnover and the associated costs of recruiting and training
new personnel.”

A culture of recognition also enhances team dynamics and collaboration, she
says. 



“When employees are accustomed to recognizing and applauding each other’s
achievements, it creates a sense of belonging and mutual support. This
collaborative spirit strengthens relationships among team members while
fostering a culture of knowledge sharing and innovation.”

Employers should make their recognition programs diverse because it drives
business success, one expert previously told Canadian HR Reporter.




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