Poles are willing to change jobs. What do they expect from the employer?

A raise and promotion are not enough for an employee

According to the “Christmas career plans” study conducted by Pracuj.pl, only 40 percent Poles positively assessed their professional life in 2023. 51% of us have planned career-related New Year's resolutions. Half of them are related to development. 7 out of 10 – complete change of workplace. According to experts, a new type of employee is developing in Poland. An employee who sets his own requirements in order to get involved.

Specialists from the Preply educational platform have prepared a list of employee motivation programs that are highly effective abroad.

“Finance and lack of development opportunities are the most common reasons why Poles leave their jobs. However, today a raise or promotion alone is often not enough for employees – especially if they are sought-after specialists. What counts here are other benefits, not necessarily material ones, but related to, for example, the atmosphere in the company. There is already a race on the international market as to “who will give more” and acquire and then retain the best talents, comments Sylvia Johnson, an expert in language and intercultural skills at Preply.

The first weeks in a new job are crucial

Creating onboarding materials and welcome kits was at the top of Preply's list. Research shows that the implementation period affects how long an employee will stay in the company. We are talking about up to three years of work in the company thanks to the positive experiences from the first weeks.

Next on the list are mentoring programs for new employees. According to Forbes, approximately 70% of Fortune 500 companies offer this type of mentoring. The podium is closed by open and consistent internal communication. According to one of the studies cited in the list, a written communication strategy within the company helps maintain a high level of motivation.

Responsibilities are important, but relationships are more important

“International companies with employees from different countries are increasingly implementing activities that emphasize team members getting to know each other's cultures. There is even the possibility of financing foreign language learning to facilitate communication and strengthen bonds between employees,” notes Sylvia Johnson from Preply.

In fourth place on the list was the creation of employee resource groups (ERGs). Based on data such as demographic characteristics, work models and positions, companies build groups within which employees can learn from each other and exchange experiences.

The top five list ends with organizing company games and challenges. They are highly effective not only in building relationships in teams, but also increase motivation to work.