The most common career regrets

Sharing the most common career regrets…to help you avoid them!

Onrec has conducted its own research on this topic – and has a full report on its website. As this houses all their exclusive stats, you’ll really want to head there for a full and insightful read.

They explore:

  • How many people experience such regrets (this may surprise!)
  • The top 10 career regrets
  • Gender disparities
  • The actual risks that people wish they’d taken
  • Job satisfaction levels
  • The percentage of people whose jobs incorporate their ‘passions’
  • Alongside whether or not respondents feel they’ve left it too late to make a career change, among other topics.

Let’s take a look at those most common career regrets:

Out of respect for the exclusivity of this survey, we’ll only share five of the ten 10 regrets today. These include:

  1. Not ‘taking more initiative’
  2. A lack of mentorship or guidance
  3. Being too safe and ‘not taking more chances’
  4. Not keeping up a personal network
  5. Failing to leave a job you dislike sooner

What makes the findings so interesting:

Understanding others’ regrets can help you explore your own concerns and, potentially, avoid making the same mistakes in future. It can also help you to think more deeply about your career priorities. This is incredibly useful when deciding which industries you want to pursue, the jobs you should apply for and even the employers and teams you want to work with.

The above items aren’t necessarily those regrets you’d most expect to see and they may not have been topics you’ve ever considered. When did you last analyse how much initiative you take in your work? Or how much guidance you’ve had to get you to where you are today?

How to use these insights to your advantage…

  • Read the full list and see which items you identify with – both from past experience and what you most want to avoid.
  • For each item that concerns you, ask yourself what can you do to take control of this risk right now.
  • Make sure you stay smart. For example, leaving a job you dislike without having a better alternative lined up can leave you with yet another form of regret! Getting started with your job search while you’re still employed is usually a smarter option.
  • Tap into those you trust. By their nature, career regrets are personal and you’ll have to make your own decisions about what’s right for you. However, consider item 2 above. Where possible, seek out the advice and insights of trusted and experienced people. This may also include your family, friends and peers as well as industry professionals, including recruitment consultants who specialise in your target field. The REC will help you to identify professionally accredited Recruitment Agencies local to you.


Wellbeing is higher among older employees

There’s some good news ahead, as older employees experience greater workplace wellbeing…

One large-scale study – conducted on more than 10,000 people across 131 countries and over the course of three years! – shows that workplace wellbeing increases ‘progressively’ with age.

It’s the employees in the oldest category (workers aged over 65 years) who represent the greatest levels.

What’s contributing towards this?

Factors such as office culture and the participants’ gender appear to hold minimal influence on these findings.

Conversely, strong workplace relationships highly correlate with wellbeing outcomes. Individual personalities also make a difference.

Employers can benefit from these findings by introducing cross-generational mentorship programmes, according to the study’s authors at Myers-Briggs. It’s additionally argued such an approach could increase engagement and retention levels.

There’s still room for improvement:

Let’s not forget the rest of our workforce. As much as it’s great to hear that we could all grow increasingly happy and well at work over time, who wouldn’t like to feel better now?

Alongside considering introducing and/or participating in mentorship programmes, and building our relationships with our colleagues, we need to look at how else we can improve our wellbeing levels.

These 4 simple workplace wellbeing techniques taken from news reports offer a good starting point.

Returning to the Baby Boomers…

Alternative research finds that 49% of Baby Boomers (those with 1946 to 1965 birth dates) report ‘average to very poor’ work-life balance.

In this case, Gen Z workers (born post-1995) reflect the best levels with 63% selecting ‘good to very good’.

Respondents think flexible working options are the primary route towards increased work-life balance.

So, perhaps even the older employees’ wellbeing levels can receive a further boost through the promotion of such opportunities.

If your lack of job enjoyment is starting to impinge on your sense of workplace wellness, it’s an excellent time to review your options



Working with Gen Z

This year, Gen Z employees are expected to outnumber their millennial peers in the workplace…

Generation Z refers to the population born from about 1996 onwards and it’s a group also referred to as the ‘post-millennials’.

Gen Z differs from other employee groups in a number of ways. Let’s review some of the key findings:

Gen Z: career predictions

Source: HR News

  • This could be a highly mobile employee group. More than 1/2 (55%) intend to hold their first professional role for less than 2 years.
  • Staff retention tools could make all the difference to Gen Z workers. In fact, more than 70% of employees would remain in their job for up to 5 years if certain benefits were in place.
  • The most popular benefits include training and mentorship opportunities (76%), flexible working options (63%), and the potential for home working (48%). Although, they may not always want to use the latter. We’ll return to this topic shortly!
  • Prospective employees also want to see more job details provided up-front in job descriptions (68%).

Gen Z: ‘dropping out’ of the recruitment process

Source: Recruiting Times

  • 18% of this staff group are currently ‘dropping out’ of existing recruitment processes.
  • Gen Z employees crave a more ‘personal connection’ with their employers. And a lack of this may prove a barrier to their job application and acceptance decisions.
  • New technologies may attract and engage these candidates throughout the recruitment process. This could include everything from interview tools to digital exercises and even online mentoring schemes.
  • Efforts towards meaningful engagement can help improve the candidate experience. Any negative insights could also be publicised via digital platforms.

Gen Z: politically and socially aware

Source: Independent

  • Generation Z’s business perceptions are highly influenced by recent ‘social, technological and geopolitical’ change.
  • Employees are more attracted to companies who prioritise ‘diversity, inclusion and flexibility’.
  • Alongside a focus on tolerance, businesses should resolve any issues surrounding pay levels and workplace culture.

Gen Z: blurred lines

Source: HR News

  • The boundaries between work and play may be fuzzier for post-millennial employees. Many (65%) perceive a ‘fun environment’ to be a core component of a positive workplace culture. Conversely, only 22% of Baby Boomers (workers aged 55 and above) agree.
  • It’s a sociable group and 81% say communal areas are important at work.
  • A mere 8% of workers think they would perform better working from home (whereas the national average is 20%).
  • Many candidates value friendships at work (43% versus 22% of Baby Boomers).

A reminder about age discrimination…

These are fantastic insights for employers looking to attract a diverse workforce. Naturally, this type of data will always be somewhat of a generalisation and it’s important to get to know the specific needs and wants of all prospective employees – something an expert Recruitment Consultant can assist with!

In addition, it’s also vital that businesses remain aware of age discrimination laws. LawDonut has one of the best FAQ guides we’ve seen on this subject.

For further staff attraction advice, please call the office on 01225 313130. Candidates can also search and apply for jobs here