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In today’s competitive job market, attracting and retaining talented employees has become a top priority for businesses. However, many approaches to workforce management are based on assumptions about what employees value, which can lead to missed opportunities for engagement and retention. To truly help your employees thrive, companies need to understand the unique preferences, motivations, and routines of their workforce.
After polling 1,000 employees in mid-size UK businesses, Apogee uncovered valuable insights that employers should consider to keep top talent and create an environment where every employee can perform at their best. Here are five key insights:
1. Employees Value Sustainable Tech Over the Latest Gadgets
It’s a common misconception that employees want only the latest, cutting-edge technology. In fact, Apogee’s research shows that sustainability is a higher priority for many workers. Nearly three-quarters (73%) of respondents said using sustainable technology is important, and 92% believe that refurbished equipment positively impacts the environment. Surprisingly, less than 1% of workers insisted on only using brand-new devices.
This suggests that businesses should consider incorporating refurbished devices and reducing print volumes as part of their ESG (Environmental, Social, and Governance) efforts, which can also help enhance their reputation with employees.
READ: Harnessing Global Talent to Scale Your Small Business
2. Careers Aren’t the Only Priority
Contrary to popular belief, career progression and financial rewards are not the sole priorities for today’s workforce. Many employees, particularly younger generations such as Gen Z, place a high value on work-life balance and well-being. According to the research, 46% of respondents prioritized achieving work-life balance, compared to 36% who emphasized a competitive salary.
That said, employees still expect opportunities for skill development. The research also highlighted that extroverts (20%) are more likely than introverts (11%) to prioritize learning and development, indicating that different personality types have varied professional motivations.
3. Success Means Different Things to Different Personalities
Success in the workplace is subjective, and each employee has their own definition of what it looks like. Extroverts, for example, are 50% more likely than introverts to view collaboration as a marker of success, while introverts are 63% more likely to define success by completing their to-do list at the end of the day.
Employers should recognize that a one-size-fits-all approach won’t work when it comes to measuring success. Tailoring tools and technology to individual strengths can help employees achieve their personal and professional goals more effectively.
4. CEOs Can Be Both Introverted and Extroverted
There’s a widespread belief that CEOs need to be extroverted to succeed—charismatic and outgoing leaders who thrive in the spotlight. However, Apogee’s research challenges this stereotype. Forty-three percent of respondents said the ideal CEO would be a blend of both introverted and extroverted traits.
Essential qualities for CEOs include effective communication, empathy toward employees, and a people-first leadership style. This shows that introverted leadership qualities, such as thoughtful decision-making and active listening, are just as valuable as extroverted ones.
5. Productivity Depends on Personality and Place
Productivity is closely tied to both personality and the work environment. Apogee’s findings reveal that 84% of extroverts struggle to stay productive while working remotely, needing in-person interaction to thrive. On the other hand, 86% of introverts find that working in the office does not enhance their productivity, with many preferring the autonomy of remote work.
For introverts, remote technology can be a game-changer. Thirty percent said it helps them communicate more confidently, and 43% reported that it allows them to express their ideas more freely. However, poor remote technology setups, such as low-quality audio or limited engagement tools, can hinder collaboration and leave 27% of employees feeling unable to collaborate effectively.
Conclusion
The findings from this research highlight that employees’ views on work, career development, and technology are not as straightforward as many employers may assume. By considering these five factors—sustainability, work-life balance, personalized success metrics, diverse leadership traits, and adaptable work environments—employers can better retain top talent and help their workforce thrive. Recognizing and catering to the unique strengths and preferences of each employee is key to fostering a motivated, engaged, and productive team.
