Work-life balance is the most valued aspect, Michael Page’s study shows
Brazilian professionals are the ones who would most refuse a promotion at work to preserve their well-being. This is what the global study Talent Trends, conducted by Michael Page, a consultancy specializing in executive recruitment, highlights. According to the survey, 56% of Brazilian professionals would refuse a promotion to preserve their well-being. Brazil’s indicators exceed global averages (48%), Latin America (43%) and countries such as Colombia (44%), Panama (42%), Argentina (41%), Chile (39%), Peru (18%) and Mexico (36%).
“The search for more flexible work models that favor the balance between personal and professional routines has been increasingly requested and, in many contexts, it is already a topic posed by companies for employee satisfaction, especially after the pandemic, which has generated a reorganization of the corporate market. The search for a balance in life and the intensity of demand that a promotion can bring make professionals prefer well-being to a new career opportunity”, says Juliana Ribeiro, executive director of Michael Page.
Brazilians also lead the index of professionals working in person more frequently than a year ago, due to companies’ more stringent internal policies.
The aim of this survey is to align the different expectations of professionals (competitive salaries, flexibility and aspects of organizational culture) and companies (which are subject to external pressure from a dynamic labor market).
The research also sought to understand the extent to which professionals are open to more flexible work models. Among Brazilian respondents, 70% would consider accepting a job offer as a freelancer, the same percentage as the average employee in Latin America.
“After the reorganization of the corporate market, professionals expect flexibility and concern for well-being to be already rooted in the organizational culture of companies. In this way, a large number of employees may see the imposed changes in their work models as a loss. To manage this possible dissatisfaction, companies must clearly communicate expectations about work models and explain what motivated this decision, creating benefits and thus generating engagement and making people see meaning in the moments they spend in the office, for example personal interactions, training sessions and team rituals”, concludes Juliana, from Michael Page.
Source: Terra
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