PwC’s Workforce Hopes and Fears Survey 2022

One in five people wants to change jobs in the near future – Swiss employees are dissatisfied

1 in 5

employees are considering a job change in the next 12 months
26%

of employees want a pay raise
1 in 2

employees want their employer to make efforts in the areas of sustainability and diversity

What are the concerns of today's workforce and how satisfied are they with their jobs and companies?

These and similar questions are answered in the current and third edition of “PwC’s Global Workforce Hopes and Fears Survey 2022”; with 52,000 employees from 44 countries surveyed, it’s one of the largest labour market studies ever conducted worldwide.

The results for Switzerland are surprising in some respects: according to the survey, one in five employees intends to change jobs in the next 12 months. By global comparison, job satisfaction in Switzerland is lower, as is the possibility of working remotely.

However, the commitment and transparency of employers in terms of sustainability, diversity and inclusion are similarly important to the respondents.

The results for Switzerland are surprising in some respects: according to the survey, one in five employees intends to change jobs in the next 12 months.

Salary and job satisfaction are the top reasons for changing jobs

Our survey shows that Swiss employees are less satisfied in their current jobs than those in work in other countries (50% vs. 57%). Almost one in five respondents intend to change jobs in the next 12 months. The reasons for changing jobs include higher pay and/or job satisfaction (67%).

“Job satisfaction is somewhat lower in Switzerland in relative terms, and that’s quite noticeable,” says Andreas Staubli. However, the CEO of PwC Switzerland sees the positive side: “Half of employees are satisfied with their jobs.”

There are two factors that play a key role in the world of work – in Switzerland as well as abroad: fairness and personal fulfilment.“ The most important incentive driving a change of job is fair pay. In addition to this, it is also important for employees to have a job in which they feel fulfilled, with no fear of disadvantage or discrimination,” Staubli explains. “Employers would be well advised to be sensitive to changing needs and to take these into account when conceiving their human resources strategies.”

After all, the results indicate that Switzerland might also be affected by a wave of resignations, as is currently being seen in English-speaking countries. “Companies should therefore consider different personnel scenarios as early as possible in order to be flexible in responding to changes in the labour market.”

Two factors play a key role in the world of work – in Switzerland as well as abroad: fairness and personal fulfilment.

Hybrid work models are here to stay

The topic that Swiss companies can no longer ignore in this day and age is flexible working in terms of hours and location.

According to the study, four out of five respondents (78%) would like to be able to work remotely for all or part of the time in the next 12 months. In a global comparison, however, there is less possibility for remote working in Switzerland (45% vs. 54%). “The figures reflect a trend that we’ve been seeing elsewhere for some time, which has now also intensified in Switzerland in the wake of the coronavirus crisis.” says Staubli.

Hybrid working will continue in the future, he adds: “I expect that this will remain the preferred form of work for employees.” Therefore, and especially in view of the shortage of skilled workers, employees would be well advised to implement hybrid work models. “This is the only way to remain attractive to young talent.”

In a global comparison, there is less possibility for remote working in Switzerland

Women and Generation Z feel disadvantaged worldwide

The study reveals there is a gap between the genders and generations, with women globally feeling that they are fairly rewarded financially seven percentage points less often than men.

PwC Switzerland's CEO Staubli: “Unfortunately, women are 7% less likely to ask for a raise.” Women are likewise 8% less likely to ask for a promotion. This is not surprising, as women are 8% less likely than men to feel listened to by their managers. According to Staubli, the study results are corroborated in the labour market: PwC’s “Women in Work Index” indicates that women in Switzerland effectively earn 17% less than men. “The main reasons are lower labour force participation and a higher burden on women of unpaid childcare during the pandemic,” Staubli says. And, in his opinion, “every employer should promote equal opportunities and equal pay, because talent has nothing to do with age, gender, nationality, disability, sexual orientation or other individual characteristics.”

Opinions also differ between the generations: Generation Z workers are less satisfied with their jobs and twice as likely as Baby Boomers to fear losing their jobs to technology in the next three years.

Talent has nothing to do with age, gender, nationality, disability, sexual orientation or other individual characteristics

Calls for transparency on sustainability

The Survey shows that employees are particularly interested in their employer’s contribution to the economy, climate, and society. Overall, 43% of respondents consider it important that their company transparently communicates the environmental impact of its activities.“This is where companies are under pressure and need to do more,” says Staubli.

In addition to sustainability and transparency, two-thirds (53%) of respondents highlighted similar concerns around health and safety topics coupled with 43% of respondents that would like to see more efforts to promote diversity and inclusion. By comparison compared to other countries, the values for all areas are lower, yet appearances can be deceptive. Staubli: “It’s not that Swiss workers are less interested in transparency, but that the conservative attitude in the labour market is causing a delay in this trend, similar to that seen for hybrid work forms.”

Conclusion: An invitation from PwC People and Organisation Team to talk further

The results highlighted in our survey continue to raise interesting, and timely questions if considered in parallel with current and future working trends. These topics all remain very topical conversation points for all organizations. We, therefore, invite you to reach out to us as we value your views and would be keen to discuss the impacts of these topics on your organization further.

This is where companies are under pressure and need to do more

About this study

The data for “PwC’s Global Workforce Hopes and Fears Survey 2022” was collected in March 2022. For this purpose, 52,195 workers across 44 countries and territories were surveyed worldwide. The sample in Switzerland comprises 1,043 people. It was designed to reflect a range of industries, demographic characteristics, work models and Switzerland’s share of global GDP. The study respondents are divided into the age groups Gen Z (18-25 years), Millennials (26-41 years), Gen X (42-57 years) and Baby Boomers (58-76 years).

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