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1、 2024 ManpowerGroup.All Rights Reserved.Global Talent Barometer2024 Report and Key FindingsGlobal Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingTable of ContentsIntroductionGlobal Key FindingsWell-BeingJob SatisfactionConfidenceConclusion3481420262Global

2、Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingIntroduction:The Global Talent Barometer3When you hire someone for a role are you filling a job,or placing talent?This is a question I encourage every HR leader to ask,because todays workers are looking for so

3、mewhere to place their talent and develop their skills,not simply receive a paycheck.As talent shortages continue to grow and tech accelerates,the ability to unleash potential and build talent mobility is key to business growth.Understanding what people want from work is key to attracting and retain

4、ing the workforce you need to be successful.Thats why I am so pleased that our new Global Talent Barometer offers workers the opportunity to share how they are feeling about the world of work today and in the future.It also offers employers the ability to understand employee needs and identify best

5、practices to stand out in a competitive global talent market.Having spent two decades in the consumer goods industry understanding how trends and behaviors impact demand,I can say for certain that the line between“me as consumer”and“me as employee”has blurred.People expect work to offer them more.Mo

6、re balance.More development.More options.More flexibility.More humanity.It is now up to us to listen and to act,and this data helps us do just that.Thank you for joining us as we shape the future of work.Becky FrankiewiczChief Commercial Officer and President,North America,ManpowerGroupGlobal Talent

7、 Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingKey Findings4Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingGlobal Talent Barometer Key FindingsManpowerGroup surveyed more than 12,000 workers across 16 countries

8、to better understand what workers want and how they feel around the world.Well-BeingJob SatisfactionConfidence80%believe their work has meaning and purpose.35%of all workers say they are likely to change jobs in the next 6 months.47%of young workers(ages 18-27)are considering changing jobs in the ne

9、xt 6 months.41%of remote workers are likely to change jobs despite higher well-being and work-life balance.49%of workers say they experience stress at work every day.Workers with less daily stress are 2xas likely to stay in their current roles.1/3(34%)say they dont have enough opportunities to be ab

10、le to achieve their career goals at their current employer.Only 39%say they have a mentor or coachfor their current role.59%of workers say they have not received any skillstraining in the past six months.2x5Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-

11、BeingThe Global Talent BarometerA robust new tool to measure the well-being,job satisfaction,and confidence of the global workforce.The Global Talent Barometer examines twelve unique benchmarks of worker satisfaction to measure the employee view of todays world of work.6Well-Being64%Job Satisfaction

12、63%Confidence74%Global Talent Barometer Score67%Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingInNorway andSweden,workers are more confident about not being laid off,although they report fewer opportunities for development and promotion,and less tru

13、st in managers.Workers inJapan are more likely to remain in their current roles and report lower job search confidence.InMexico,workers are more aligned with company values and find more meaning in the work.Worker Sentiment Around the World46%63%66%66%66%67%67%67%68%68%69%69%70%72%72%74%The Netherla

14、ndsMexicoU.S.CanadaU.K.PolandGermanyAustraliaSwitzerlandSwedenNorwaySingaporeSpainFranceItalyJapan7Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingWell-Being8Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell

15、-BeingThe Well-Being Index an average of the above percentages.Learn more about the Methodology.Key FindingsWell-Being Index64%65%71%41%80%Feel work has at least some meaning or purpose.Feel somewhat or closely aligned with company vision and values.Feel well or fully supported with regards to work-

16、life balance.Feel little to no stress.The Well-Being Index is based on four distinct benchmarks:meaning and purpose,minimal daily stress,values alignment,and work-life balance.9Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingCountry-Level Perspective

17、sThe Netherlandsreported the bestoverall workforcewell-being.Japanwas an outlier,but this is consistent with historical survey trends and the true sentiment is likely closer to the global average.Most other markets were close to the Global Well-Being Indexof 64%.Examine how well-being varies from na

18、tion to nation and its driving factors.65%71%41%80%64%Global Average68%71%39%77%64%Australia66%75%44%80%66%Canada59%66%41%78%61%France60%66%46%87%65%Germany61%68%36%75%60%Italy44%41%27%57%42%Japan73%85%36%89%71%Mexico73%78%58%82%73%The Netherlands62%72%52%82%67%Norway68%78%38%87%68%Poland69%69%37%75

19、%63%Singapore66%71%32%82%63%Spain68%72%38%82%65%Sweden60%67%47%83%64%Switzerland69%72%42%80%66%U.K.70%76%42%82%68%U.S.Well-Being IndexValues AlignmentMeaning and PurposeMinimal Daily StressWork-Life Balance10Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell

20、-BeingIndustry InsightsITworkers report the highest daily stress levels,but also the highest work-life balance.Financials and Real Estate workers say they are the mostalignedwith their employers values.Healthcare and Life Sciences employees find the most meaningin their work.65%74%69%62%73%65%62%67%

21、65%Well-Being IndexValues AlignmentMeaning and PurposeMinimal Daily StressWork-Life BalanceExplore how well-being differs across key industry verticals.70%74%73%72%77%74%69%68%71%45%37%43%38%42%41%41%43%41%79%81%81%87%83%82%75%74%80%65%66%67%65%69%65%62%63%64%Global AverageCommunication ServicesCons

22、umer Goods and ServicesEnergy and UtilitiesFinancials and Real EstateHealth Care andLife SciencesIndustrials and MaterialsInformation TechnologyTransport,Logistics,and Automotive11Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingRole and Location Dyna

23、micsFully or mostly remoteand hybridworkers report the highest levels of work-life balance by location.Workers who report feeling the highest levels of daily stressare middle managers.Executive and Senior workers reported the highestsatisfactionwith values alignment and work-life balance.Uncover the

24、 connection between job roles,work locations and overall well-being.91%84%77%76%79%80%41%39%41%47%40%41%85%78%67%65%64%71%80%69%63%63%55%65%RoleEssential Front-Line WorkerBlue CollarWhite CollarMiddle ManagerExecutiveor SeniorGlobal Average80%83%82%79%78%80%39%41%39%42%43%41%72%76%76%69%65%71%72%72%

25、68%62%57%65%Work LocationFully or MostlyRemoteHybridMostly OnsiteOnsite by ChoiceOnsite withoutChoiceGlobal AverageValues AlignmentMeaning and PurposeMinimal Daily StressWork-Life Balance12Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingThe Intersect

26、ion of Age and Gender55%of Millennial women reported feeling moderateto high stress on a daily basis,the highest of those surveyed.2 in 3Gen Z womenfeel supported in work-life balance and personal well-being.More than 4 out of 5 Millennialand Gen X men said their work is purposeful,and 7 in 10 or mo

27、re feel aligned to their companys vision and values.Examine well-being differences and similarities by age group and gender.Values AlignmentMeaning and PurposeMinimal Daily StressWork-Life Balance79%82%80%85%81%77%78%79%84%79%WomenMen42%40%43%61%44%36%34%38%51%37%71%74%70%74%72%71%69%66%71%69%73%70%

28、63%68%67%66%63%58%64%62%WomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenBaby Boomers(ages:60-78)Gen X(ages:44-59)Millennials(ages:28-43)Gen Z(ages:18-27)Global Average13Global Talent Barometer 202

29、4IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingJob Satisfaction14Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingKey FindingsThe Job Satisfaction Index an average of the above percentages.Learn more about the Methodology.The J

30、ob Satisfaction Index is based on four distinct benchmarks:current job satisfaction,job security,job-search confidence,and manager trust.Job Satisfaction Index63%63%59%71%60%Satisfied with their job and unlikely to voluntarily leave in the next six months.Have moderate to high confidence of ability

31、to find another job in the next six months.Have moderate to high trust their manager has their best interests in mind for career development.Feel their job is secure for the next six months.15Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingCountry-Le

32、vel PerspectivesMore than one-third of the global workforce plans to leave their current jobin the next six months.Workers in Singaporeare the most likely to change jobs in the next six months.However,they are also the most confident their current skills can help them find a new role.One in four wor

33、kers globally anticipate job terminationin the next six months.Job Satisfaction IndexJob-Search ConfidenceCurrent Job SatisfactionCurrent Job SecurityTrustworthy ManagerExplore how job satisfaction differs across countries.63%59%71%60%63%Global Average66%66%73%52%64%Australia70%66%70%61%67%Canada63%

34、59%69%61%63%France62%58%71%65%64%Germany57%48%69%59%58%Italy39%25%69%63%49%Japan79%61%66%56%66%Mexico73%66%76%62%69%The Netherlands57%49%80%67%63%Norway58%61%66%55%60%Poland69%72%63%52%64%Singapore60%55%67%60%61%Spain57%59%71%57%61%Sweden63%56%73%63%64%Switzerland68%65%73%59%66%U.K.70%69%76%61%69%U.

35、S.16Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingIndustry InsightsCommunications Services workers are the most concerned about their current job security in the next six months.Only half of ITworkers expect to stay in their current rolein the next

36、 six months.Consumer Goods and Services workers have the least manager trust,while Financials and Real Estate report the highest.62%70%68%63%71%67%61%66%63%59%50%59%61%58%58%55%56%60%71%64%70%74%67%65%68%62%71%61%68%62%63%64%63%57%57%59%63%63%65%65%65%63%60%60%63%Global AverageCommunication Services

37、Consumer Goods and ServicesEnergy and UtilitiesFinancials and Real EstateHealth Care andLife SciencesIndustrials and MaterialsInformation TechnologyTransport,Logistics,and AutomotiveExamine sector-specific trends in worker job satisfaction.17Job Satisfaction IndexJob-Search ConfidenceCurrent Job Sat

38、isfactionCurrent Job SecurityTrustworthy ManagerGlobal Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingRole and Location DynamicsBoth essentialfront-lineworkers and those who are onsitewithout choice report the lowest job-search confidence scores.Trust is l

39、ower among essential frontline workers.Fully or mostly remoteworkers are the mostlikely to say they trust their manager.Examine how job roles and working locations shape employee satisfaction.58%58%60%59%59%60%66%70%72%70%72%71%74%67%54%54%53%59%81%72%59%57%55%63%RoleEssential Front-Line WorkerBlue

40、CollarWhite CollarMiddle ManagerExecutiveor SeniorGlobal Average53%56%58%62%64%60%62%67%71%73%75%71%63%64%61%57%53%59%69%69%68%60%56%63%Work LocationFully or MostlyRemoteHybridMostly OnsiteOnsite by ChoiceOnsite withoutChoiceGlobal Average18Job-Search ConfidenceCurrent Job SatisfactionCurrent Job Se

41、curityTrustworthy ManagerGlobal Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingThe Intersection of Age and GenderWomenreport lower feelings of overall Job Satisfaction.Gen Z men have the highest likelihood of voluntarily leaving their organization(+14%vs.g

42、lobal average).Gen X women report the lowestlevels of overall manager trust.Explore how different age groups and genders experience job satisfaction.Baby Boomers(ages:60-78)Gen X(ages:44-59)Millennials(ages:28-43)Gen Z(ages:18-27)Global Average45%52%64%79%60%49%55%65%77%59%WomenMen61%64%74%81%70%64%

43、69%75%80%71%69%68%56%50%61%65%60%50%46%56%73%69%60%66%65%68%63%56%57%61%WomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMen19Job-Search ConfidenceCurrent Job SatisfactionCurrent Job SecurityTrustwort

44、hy ManagerGlobal Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingConfidence20Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingThe Confidence Index is the an average of the above percentages.Learn more about t

45、he Methodology.Key FindingsThe Confidence Index is based on four distinct benchmarks:career development,career opportunities,experience and skills,and tech and tools.Confidence Index74%78%87%57%73%Have opportunities to gain skills and experiences to achieve their career goals at the organization.Hav

46、e moderate to high confidence in their skills and experience to perform their job.Have mostly or completely the right tech and tools to do their job to the best of their ability.Have opportunities for promotion or movement within the organization.21Global Talent Barometer 2024IntroductionKey Finding

47、sJob SatisfactionConfidenceConclusionWell-BeingCountry-Level PerspectivesMostof the global workforce is confident in their individual skills and opportunities for career development.Workers in Mexicowere the most confident overall.Confidence was lower in Italy and Japan.Globally,34%of workers feel t

48、heir currentemployer lackssufficient career opportunitiesfor their goals.Confidence IndexExperience and SkillsCareer DevelopmentCareer OpportunitiesTech and Tools78%87%57%73%74%Global Average81%90%55%77%76%Australia79%92%61%75%77%Canada73%88%57%76%73%France78%90%60%75%76%Germany74%85%53%68%70%Italy4

49、4%58%36%45%46%Japan83%90%68%83%81%Mexico84%91%64%80%80%The Netherlands74%88%48%68%69%Norway87%92%60%76%79%Poland81%73%69%67%73%Singapore83%89%55%75%75%Spain79%94%53%73%74%Sweden79%91%51%75%74%Switzerland80%93%57%74%76%U.K.83%93%61%79%79%U.S.Examine how worker confidence is experienced around the glo

50、be.22Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingIndustry InsightsITsector workers reported the highestoverall confidence.Energy and Utilities workers were the least confident in current skillsto perform their existing role.Consumer Goods and Ser

51、vices workers reported the lowest industryconfidence.78%88%81%79%81%79%74%84%78%71%77%75%74%80%75%71%74%73%57%66%62%57%67%64%55%56%57%87%89%89%88%91%83%87%88%87%73%80%77%74%79%75%72%76%74%Global AverageCommunication ServicesConsumer Goods and ServicesEnergy and UtilitiesFinancials and Real EstateHea

52、lth Care andLife SciencesIndustrials and MaterialsInformation TechnologyTransport,Logistics,and AutomotiveUnderstand how sector-specific factors influence worker confidence.23Confidence IndexExperience and SkillsCareer DevelopmentCareer OpportunitiesTech and ToolsGlobal Talent Barometer 2024Introduc

53、tionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingExperience and SkillsCareer DevelopmentCareer OpportunitiesTech and ToolsRole and Location DynamicsOne in fiveblue-collar workers(22%)believe their employer does not offeradequate opportunities to learn new skills.Mandatory onsite workers

54、 are least confident about career opportunitieswith their current employer.Overall,the workforce is highly satisfied with their current tech tools.Analyze how different roles and work settings influence employee confidence.89%80%69%66%68%73%80%67%50%48%49%57%93%92%85%86%85%87%88%82%76%74%74%78%RoleE

55、ssential Front-Line WorkerBlue CollarWhite CollarMiddle ManagerExecutiveor SeniorGlobal Average74%77%77%73%68%73%59%64%65%53%49%57%88%89%88%88%86%87%81%82%81%78%72%78%Work LocationFully or MostlyRemoteHybridMostly OnsiteOnsite by ChoiceOnsite withoutChoiceGlobal Average24Global Talent Barometer 2024

56、IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingThe Intersection of Age and GenderTwo in every five Gen X women(42%)feel they lack opportunitiesto reach their career goals at their current organization.Gen Z workers were the most satisfied with the technology and tools to do th

57、eir job.Millennialand Gen Zmen were the most confident about career development opportunities.Explore how worker confidence varies across different age groups and genders.83%89%89%90%89%84%87%86%90%86%78%78%72%73%75%75%71%68%71%70%WomenMen69%66%54%52%60%60%56%48%50%53%83%81%77%80%79%79%75%75%78%76%W

58、omenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenWomenMenBaby Boomers(ages:60-78)Gen X(ages:44-59)Millennials(ages:28-43)Gen Z(ages:18-27)Global Average25Experience and SkillsCareer DevelopmentCareer Opport

59、unitiesTech and ToolsGlobal Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingConclusion26Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingMeaning and Purpose Most employees(80%)say their work offers meaning an

60、d purpose.ConfidenceMost workers(87%)are confident they have the right skills to perform their current role.ManagementMost employees(63%)say their managers are aligned with their best interests,but it is worth noting more than 1 in 4(28%)disagree.TechnologyA majority say(78%)they have the right tech

61、nology tools to perform their current roles.Managing Stress49%of workers say they experience moderate to high stress at work every day.RetentionMore than one third(35%)of workers plan to leave their current job in the next six months.TrainingThe World Economic Forum estimates 60%of the workforce nee

62、ds additional training,but only 41%of respondents had received training in the past six months.MentoringOnly 39%of workers said they worked with a mentor in the past six months.Foundations for SuccessOpportunities for ImprovementOpportunities for Employers27ConfidenceWell-BeingJob SatisfactionGlobal

63、 Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingAbout the SurveySurvey responses were collected from 12,062 workers across 16 countries from April 15 to May 10,2024.All the data is weighted to match the worker population in each country by gender,age and r

64、egion,and all countries are weighted to be equal.Well-Being Minimal Daily Stress:Percentage of workers who rate their stress levels as little to no stress using a 10-point scale.Meaning and Purpose:Percentage of workers who rate their work is being either somewhat or very meaningful”using a 10-point

65、 scale.Values Alignment:Percentage of workers who rate their alignment with their employers values as“somewhat”or“closely aligned”using a 10-point scale.Work-life Balance:Percentage of workers who rate their companys support for work-life balance and personal well-being as“well”or“completely support

66、ed”using a 10-point scale.Well-Being Index:The Well-Being Index an average of the above percentages.Job Satisfaction Current Job Satisfaction:Percentage of workers who agree they are“very unlikely”or“unlikely”to change jobs on their own initiative,using a 10-point scale.Current Job Security:Percenta

67、ge of workers who agree they are“very unlikely”or“unlikely”to be forced to leave their current job,using a 10-point scale.Job-Search Confidence:Percentage of workers who agree theyre“very confident”or“confident”they could find another job that meets their needs,using a 10-point scale.Trustworthy Man

68、ager:Percentage of workers who agree they“trust very much”or“somewhat trust”that their manager has their best interests at heart concerning their career development,based on a 10-point scale.Job Satisfaction Index:The Job Satisfaction Index an average of the above percentages.Confidence Experience a

69、nd Skills:Percentage of workers who agree they are“very confident”or“confident”they have the skills and experience to perform their current job,using a 10-point scale.Career Development:Percentage of workers who agree they“very much so”or“do”have enough opportunities to gain the skills and experienc

70、e they need to achieve their career goals at their current organization,using a 10-point scale.Career Opportunities:Percentage of workers who agree they“very much so”or“do”have enough opportunities for promotion or movement within their organization to achieve their career goals,using a 10-point sca

71、le.Tech and Tools:Percentage of workers who agree they“very much so”or“do”feel they have the right technology and tools available to do their job to the best of their ability,based on a 10-point scale.Confidence Index:The Confidence Index is the an average of the above percentages.Survey Methodology

72、:The ManpowerGroup Global Talent Barometer measures worker well-being,job satisfaction,and confidence around the world.The Talent Barometer leverages independent survey best-practices and statistically significant samples to create a powerful tool to better understand what workers want globally.The

73、research aims to improve the future of work through deeper understanding of key drivers of workforce sentiment today.Australia,Canada,France,Germany,Italy,Japan,Mexico,The Netherlands,Norway,Poland,Singapore,Spain,Sweden,Switzerland,U.K.,and U.S.Countries Surveyed:This report contains forward-lookin

74、g statements,including statements regarding labor demand in certain regions,countries and industries,economic uncertainty,and the use and impact of AI.Actual events or results may differ materially from those contained in the forward-looking statements,due to risk,uncertainties and assumptions.These

75、 factors include those found in the Companys reports filed with the U.S.Securities and Exchange Commission(SEC),including the information under the heading“Risk Factors”in its Annual Report on Form10-K for the year ended December 31,2023,whose information is incorporated herein by reference.Manpower

76、Group disclaims any obligation to update any forward-looking or other statements in this release,except as required by law.Forward-Looking Statements:28Global Talent Barometer 2024IntroductionKey FindingsJob SatisfactionConfidenceConclusionWell-BeingManpowerGroup Solutions Across the Entire HR LifecycleWorkforce ManagementTalentResourcingCareerManagementTop TalentAttractionStrategic Workforce PlanningWorkforce Consulting and AnalyticsVisit to learn more.29