What Workers Want: Key Takeaways From SHRM’s Global Employee Monitor | All Things Work

Why It Matters

Understanding the distinct levers of retention versus engagement helps companies design compensation and culture strategies that not only keep talent but also energize them, driving productivity and competitive advantage.

Key Takeaways

• Compensation stays the primary driver for hiring and staying
• Meaningful work, skill development, and autonomy fuel daily engagement
• Managers influence retention: 93% satisfied managers boost staying rates
• Gaps exist between what employees value and their satisfaction levels
• Global survey shows varied satisfaction; Saudi Arabia, India lead highest

Summary

The SHRM All Things Work podcast unpacked the latest Global Employee Monitor, a quarterly survey of workers in 26 countries, to reveal what truly drives hiring, staying and engagement across diverse markets. The research underscores that while pay remains the dominant factor for attracting talent and preventing turnover, the elements that spark day‑to‑day enthusiasm are fundamentally different.

Key findings show a clear split between retention and engagement drivers. Foundational elements—salary, benefits, job security—keep employees in their roles, with 94% of those satisfied with pay indicating they would stay. In contrast, meaningful work, opportunities to develop skills, role clarity, autonomy and recognition top the list for engagement. Managers play a pivotal role: 93% of workers who rate their manager positively are inclined to remain, reinforcing the adage that people leave managers, not jobs.

The report also highlights a sizable gap between employee priorities and current satisfaction. Pay, career advancement and benefits are both the most valued and the most dissatisfying aspects, suggesting many organizations fail to meet baseline expectations. Regional satisfaction varies, with Saudi Arabia, India, South Africa, Nigeria and Brazil reporting the highest contentment levels, indicating that cultural and economic contexts shape employee sentiment.

For employers, the takeaway is to treat compensation as a baseline requirement while differentiating through a holistic employee value proposition that emphasizes growth, autonomy and strong managerial relationships. Tailoring strategies to regional nuances and investing in manager development can close the value‑satisfaction gap and convert retention into genuine engagement.

Original Description

What keeps people in their jobs – and what quietly pushes them out the door? As workplace expectations shift and uncertainty around AI and the economy grows, employees are rethinking what they truly need to stay engaged and committed at work.

Daroon Jalil, senior researcher at SHRM, breaks down key insights from SHRM’s Global Employee Monitor, an expansive study of workers across 26 countries. From the surprising disconnect between what employees value vs. what they prioritize, to the critical role managers play in retention, we unpack what today’s workforce actually wants...and how those expectations are evolving in real time.

Subscribe to our channel: https://shrm.co/0l0tt5

SHRM is a member-driven catalyst for creating better workplaces where people and businesses thrive together. As the trusted authority on all things work, SHRM is the foremost expert, researcher, advocate, and thought leader on issues and innovations impacting today’s evolving workplaces. With nearly 340,000 members in 180 countries, SHRM touches the lives of more than 362 million workers and their families globally.

Discover more at SHRM.org.

Advance your career and build better workplaces with SHRM.

Become a SHRM Member: https://shrm.co/j5l2ol

Attend a SHRM Event: https://shrm.co/jn2yj0

Get SHRM Certified: https://shrm.co/3t0h0f

Subscribe to SHRM’s Flagships: https://shrm.co/3qi0uk

https://www.shrm.org

https://www.linkedin.com/company/shrm

https://www.instagram.com/shrmofficial

https://www.twitter.com/shrm

https://www.facebook.com/SHRMHQ/

https://www.shrm.org/flagships