A recently-published study on job satisfaction among marketing, digital and creative staff reveals that once an employee has started work at the company, salary comes second to job interest.
An individual first, an employee second
Once the employee has started in the job, the factors affecting his/her work quality change rapidly. The survey results indicate that early on in the new position s/he tries to become a part of the team as quickly as possible, and expects clear targets and feedback both from his /her direct manager and peer group. Once settled in the role, job interest – both intellectual stimulus and pride in the finished product – becomes the prime factor for employee satisfaction for 73% of those surveyed, relegating salary and financial benefits to second place. Underlines Perrine Grua, Head of Aquent France: “The number one reason for losing people is boredom.” Respondents’ replies indicate the overall importance of intangible factors, of personal development aside from salary and purely material considerations. Having one’s professional skills recognised and being given responsibility for tasks come out more or less on a par with material advantages. “There has been a real paradigm shift. Qualified people are now looking first and foremost for a job that enables them to make a real contribution. They come to work with the intention of achieving their personal goals,” explains Perrine Grua.
A thirst for learning
People in the marketing and creative sectors are apparently very aware of the fact that, given the rapid advance in both products and strategic approaches, they need to be highly adaptable. Thus some 42% of those polled highlighted the importance of continuous learning, whether in technical skills or more general questions of market issues and challenges. This thirst for knowledge is actually a question of survival, says Perrine Grua, stressing that “change must be driven both at company level and by individuals taking on responsibility [...]. The traditional career paths that firms have provided up to now no longer match reality going forward. A company can no longer guarantee that its employees will climb the ladder, so that approach will have to be replaced by one based on skills development and continuous learning.”