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Employees are willing to take ownership of their learning, and responsibilities for evolving their skill sets in partnership with their employers.
With the rise of AI and technology transforming the workplace, the younger generation in particular seem to be feeling the most impact.
In fact, 38% of employees surveyed by Randstad recently would quit their jobs if they can't future proof their skills.
The survey, titled The Randstad Workmonitor, involved 517 locally based employees and job seekers in Malaysia about their career expectations and experiences across four themes, two of which are summarised below:
Artificial intelligence (AI) & skilling
The rise of AI and technology in the workplace has been having a significant impact on employees. Particularly, the younger generation.
Of the 38% of employees showing interest in quitting should they feel their skills are not being future-proofed,
- 44% are millennials
- 43% are Generation Z
- 29% are made of Generation X employees, and
- 15% are Boomers
47% would not want to work for a company that does not help them future proof their skills
When considering a new employer to work for, employees in Malaysia say they pay attention to companies that will invest in their skills development.
In that vein, employees have expressed that they feel more confident to adapt to digital disruption, contribute more effectively to the organisation and chart a clear path for career advancement.
As such, 47% would not want to work for a company that does not help them future proof their skills.
1 in 2 respondents are concerned that they will lose their jobs
With the ever-evolving workplace fuelled by AI and technology, the younger generation face an uncertainty about their job security motivates them to prioritise upskilling.
- 59% of these employees belong to Generation Z,
- 57% are Millennials
- 39% are Generation X, and
- 34% are Boomers.
By developing in-demand skills, employees will start to gain more confidence in adapting to the changes at the workplace.
Employees want to partner their employers in their career development
Employees are willing to take ownership of their learning, and responsibilities for evolving their skill sets in partnership with their employers.
Ambition & motivation
Competitive compensation is key: As highlighted in the survey, talent in Malaysia are prioritising high salaries, bringing forth a need for companies to update salary benchmarks to attract top talent.
Ambition takes many forms: Ddata shows that while ambition levels are high, this means different things for different people. While some see holding a leadership position as their goal, others seek to gain role-related expertise.
Connection is key: There is no one-size-fits-all when it comes to ambition and motivation. Employers must create clear lines of communication with talent in order to understand what progression looks like to them.
READ MORE: CFOs share their personal strategies to find work-life balance
Lead image / 123RF
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