Culture vs. Compensation

We know that money, culture, and flexibility drive the workplace market, but the expectations connected to those factors are ever developing.

According to a Harvard Business Review study conducted just 5 years ago in 2017 , compensation was a major factor in considering where to work, but the ultimate difference between a satisfied workforce and an unsatisfied one, undeniably came from intangible driving forces that shaped employee quality of life.

However, a recent article from 安永 claims that, due to the natural flexibility of the hybrid model overtaking the workforce structure, studies strongly indicate that the tides are changing and the focus has shifted back to better pay, coupled by career opportunities and flexibility.

The net takeaway: employees have a greater influence over their employment terms than ever before.

In addition to higher pay, the qualitative factors are employees considering while developing their new negotiation strategies are elements such as environments of trust , vacation guilt , collaborative team members, satisfaction with their superior's primary management style , growth opportunities, and learning and development .