Employees Favour Education Over Promotion Or Increased Pay

A survey suggests that employees would rather improve their skill sets than get a promotion or a pay rise. Is this a sign of the current employment situation, a desire for employees to move on, or something else?

Photo: rdecom

The LinkedIn study surveyed 7,100 professionals "from around the world" (it's not clear which countries were included, although Australia was specifically cited) to assess their professional goals for 2013, as well as whether they hit their goals in 2012. Globally 56 per cent hit their 2012 targets, while on home shores, of the "more than 400" professionals surveyed, 72 per cent had made a goal and 56 per cent hit that goal.

For 2013, the top five professional goals that those surveyed revealed were:

  1. Professional development through learning new skills (51 percent)
  2. Network more/build more professional relationships (49 percent)
  3. Get promoted or move into a leadership role (24 percent)
  4. Get a new job/career (24 percent)
  5. Get a raise (23 percent)

Within Australia, the end purpose for these goals was said to be "financial security and growth" (45 per cent), followed by "Better work/life balance" (29 per cent) and "stronger workplace performance" (21 percent).

There are some interesting conclusions to draw from that. If you're an employer, it may pay better dividends to invest in staff training than simply staff salaries, although remuneration shouldn't be overlooked. From a personal career perspective, it suggests a pressure cooker environment, simply because it's likely that those you're competing with, either for a new job or in the existing workplace are looking to improve their workplace skills one way or the other.

Do you have a professional goal for 2013?

New year, new you [LinkedIn]


    It may just reflect the desire for a greater sense of professional competency - one of my goals for the year.

    I think most of these people think promotions and increased pay will come following an increase in training. Be it through their current roles or changing employers.

    As an employer I would be wary of spending money on training where it's not needed. You can loose staff who might expect the promotion or financial reward after this. In the end you might loose them for someone else's gain.

    If your employer has invested a couple of K in your education, making you more employable, that is a sunk cost and they are not about to throw that away. If you are costing a couple more K each year than another person in a similar role, they could fire you the next time the budget gets tight.

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