GR

The Salary Motivator 
ZW HR studies motives for leaving position.

Asia Pacific quitter_11
A recent HR Workforce Survey conducted by ZW HR Consulting has revealed that about 26 per cent of potential candidates in China are looking to jump companies in 2018 while another 44 per cent were said to be seeking better job opportunities. More than 40 per cent of China employees say Career Progression and Salary is their top motivator in seeking a new job. The survey has proved to be an eye opener for the employers as this shows that a majority of employees are unsatisfied with their current jobs. The reasons can be rightly attributed to salary, benefits, career progression and job satisfaction among others.

When pushed for reasons, 49 per cent of employees cited salary or benefits package as the primary motivator for the job change while 59 per cent ridiculed their current job due to lack of career progressions. About 50 per cent of the working professionals also alluded the thrill of new challenges that will likely come up with a job change as one of the major reasons for seeking a new job.

The other reasons cited were,

• Lack of training or development opportunities,
• Job security concerns,
• Poor work life balance,
• work location,
• unhappiness with their current management’s working style
• and company culture, among others.

Frank Yu, Chairman for ZW HR Consulting said: “Many workers in China are unhappy due to the same repetitive nature of the jobs, lack or no career growth and stringent benefits than their counter parts in other countries. While in the past, the job seekers were worried about their job security, we have seen a significant increase in the number of job seekers who are mainly motivated by perks offer by other similar companies.”

 
“During the initial interview, the hiring manager should ask questions that will give you access to the employees’ emotional motivators driving both their “go” and “stay” decisions concerning work,” said ZW HR Consulting general manager Joyce Jing. “Hiring managers should also keep in contact in with the candidates during the entire recruitment process to find out whether anything has changed (at work and home) that could significantly affect the decision to leave their current employer and seek an alternative position.”

 

The ZW HR Workforce survey is based on data collected through an online survey of 800 executives mostly mid-senior level professionals across China.

 

The article published in Global Recruiter