For example, workers want to be 'trusted to choose how to best do my work' ranked 8th personally, though 29th as a perceived societal opinion. Second, collective illusions: Individuals have wrong opinions - collective illusions - about others' priorities, or perceived societal perceptions, regarding work and career aspirations. For example, 'the organization has a prominent reputation' ranks 42nd 'free meals and snacks, gear and other perks' ranks 47th and 'takes strong positions on current events' ranks 57th. The report comments: 'Employees are looking for job opportunities that make a living, but also a life.' Additionally, workers want a respectful and inclusive workplace, visible in personal priorities such as: 'My ideas are listened to and considered' 'My workplace treats everyone, regardless of background, with the same basic level of respect' and 'No one receives preferential treatment at work based on factors other than performance.'įinally, workers rank low on the 60 attributes job features that conventional wisdom often sees as significant. For example, workers rank in the top 15 attributes ' well compensated,' 'have good benefits,' and 'an easy commute to work,' as well as 'being personally interested in my work' and seeing 'work more than a job it's my calling.' The top-ranked 15 of the 60 work attributes are nearly evenly divided between practical concerns and loftier or purpose-seeking concerns.

Moreover, workers are both practical and purposeful in what they want from work.

arrangement.' These 'big three wants' are true for all demographic groups. Nestled between them is flexibility - i.e., being able to 'work remotely or in a hybrid. The index provides three insights into what working adults want and don't want in their jobs.įirst, individual priorities: Compensation and good benefits are at the top of the want list as first and third priorities. This approach reveals gaps between what individuals personally believe and what they think others believe about work, exposing collective illusions that individuals hold about others. This allows us to distinguish between individual preferences - personal opinions - and what individuals think others prefer, or perceived societal opinions. The survey used a choice-based-conjoint method that forced individuals to make choices on issues so that they couldn't claim everything is important. Survey questions were based on interviews, focus groups and other research that identified 60 job attributes representing various aspects of work, including personal considerations such as the nature of one's work, relational considerations such as engagement with others, and organizational considerations such as work culture.

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