As we look ahead to 2025, Australian workers have made their expectations clear. With a rapidly changing job market and increasing demands for better work-life balance, their priorities reflect a deep desire for both financial stability and personal growth. The latest survey from Robert Half sheds light on the key factors workers are looking for and how they plan to take action if their needs aren’t met.
More pay is the top priority
The overwhelming theme emerging from the survey is the desire for more pay. A striking 62% of workers say they want more pay to be among their top three priorities for 2025. However, when broken down further, 31% of workers list it as their number one priority. This is no surprise given the current economic climate, where high inflation and rising cost-of-living pressures have made financial security more important than ever. Millennials lead the charge here, with 68% ranking higher pay as their top priority.
For many, pay is the most straightforward way of securing a sense of worth and financial stability. “In today’s world, cash still reigns supreme,” says Nicole Gorton, Director at Robert Half. “It’s no wonder workers are pushing for higher pay, especially when inflation continues to squeeze household budgets.”Coming in second, 38% of employees rank flexible work hours as one of their top three priorities. While this is a strong priority for many, it’s especially important for Baby Boomers, with 40% placing it at the top of their list. The flexibility to manage work around personal life—whether it’s family commitments or a better work-life balance—is a powerful motivator for employees seeking more control over their daily routines.
For 36% of workers, better benefits also play a significant role in job satisfaction. While not as highly prioritized as pay, benefits like healthcare, mental health support, and other perks are becoming increasingly important, particularly for Millennials, 44% of whom want more benefits in their package. Benefits are not just about extra perks; they are seen as vital in supporting overall wellbeing. As work becomes more demanding, employees want employers who invest in their health and happiness.
Promotion and recognition follow suit
For many employees, career growth is also key. One-third of workers—33%—list promotion as a top priority, with 11% naming it as their number one focus. Gen Z stands out here, with 42% of them placing promotion at the top of their list. Beyond career advancement, 27% of workers seek more recognition for their efforts, with both Gen Z and Gen X leading this charge. Recognition not only boosts morale but also reinforces a sense of value in the workplace. Professional development is another area where workers are seeking more. With 27% ranking it as a top priority, Baby Boomers are particularly invested in developing their careers, with 32% valuing opportunities for growth and learning. Similarly, 19% of workers want to take on more responsibilities, with Baby Boomers again showing the most interest here at 28%.
How confident are workers that employers will meet their needs?
Despite a turbulent economic landscape, Australian workers are feeling relatively optimistic about the year ahead. A solid 67% of workers are confident that they will get what they want from their employers in 2025. However, they are least confident about receiving their top priority—more pay. Interestingly, they feel much more certain about receiving things like more responsibilities, professional development, and mentorship. Here’s a breakdown of how confident workers are about getting what they want:
- More responsibilities: 88% confident
- Professional development: 86% confident
- Mentor/career coach: 80% confident
- Flexible work hours: 80% confident
- Remote work options: 71% confident
- Recognition: 70% confident
- Promotion: 69% confident
- Better corporate culture: 67% confident
- Benefits: 67% confident
- More pay: 67% confident
What happens if workers don’t get what they want?
It’s clear that employees are prepared to take action if their needs aren’t met. A staggering 92% of workers say they would consider one or more steps, such as seeking out new job opportunities or pursuing further training to increase their marketability. While 41% are willing to address their concerns directly with their manager, 28% may actively start searching for a new role if things don’t improve.
Here’s how workers would respond:
- 28% will actively search for a new job
- 37% will passively look, including attending informational interviews
- 35% will pursue additional training or certifications
- 31% will take on side projects to enhance skills
- 41% will raise concerns directly with their manager
As Nicole Gorton notes, “Top talent knows their worth and isn’t afraid to ask for it. Employees are no longer content with just a paycheck; they want an employer who will support their personal and professional goals. If those goals aren’t met, they’re ready to make a change.”
What can employers do if pay rises aren’t possible?
For employers, the challenge lies in retaining top talent without necessarily offering large pay increases. Fortunately, there are ways to keep employees satisfied and engaged:
1. Explore creative solutions
If a pay rise isn’t an option, employers can look for other ways to add value to the employee experience. Flexible working hours, additional professional development opportunities, and recognition programs are all effective ways to meet employees’ needs without increasing salary.
2. Maintain open communication
Honest and transparent communication about company finances or the reasons behind salary decisions is crucial in maintaining trust. Employees who understand the bigger picture are more likely to be patient and supportive.
3. Invest in growth
Employers can invest in their employees’ development by offering mentorship programs or secondment opportunities. While a salary increase might not be possible, career growth is something employees value highly.
4. Foster a positive culture
A supportive work environment can make a huge difference in retention. Recognizing employees’ efforts, promoting work-life balance, and cultivating an enjoyable and inclusive workplace can help employers keep their workforce happy and engaged.
Keep up to date with our stories on LinkedIn, Twitter, Facebook and Instagram.
