At a time when offering a promotion or pay rise is unlikely to be possible for many UK businesses, the People 1st Training Company has conducted a survey with ICM Research* to see what the UK’s working population would value in place of a salary increase.
Younger employees are more likely to value extra training; respondents aged between 18-24 and 25-34 rated further training and career development as the most appealing alternative to a pay rise at (33%) and (35%) respectively. Across all those interviewed, an extra holiday day (31%) was the most popular alternative to a pay rise followed by the offer of further training and career development (24%).
Training and development also offers beleaguered employers the opportunity to motivate and engage staff. Sixty-six percent of workers agreed that further training would make them feel better about both their job and the company they worked for, while 60% agreed they would be less likely to leave the company if they were offered the training and just over half (53%) said training opportunities would even make them work harder.
Sharon Glancy from the People 1st Training Company comments, “With businesses wary of the economy falling into a double dip recession, resource is stretched and finding ways to keep employees happy and motivated in a cost effective way is a real challenge. Offering staff training and supporting their career development with your company is a win win situation. Sixty-nine percent of those we surveyed said they feel more valued by their company when they are given the option of having further training and employers are gaining a workforce with the tools, skills and knowledge to do their jobs better.”
Leadership and management training was the most popular training workers would like to receive (33%) followed by IT and social media skills (22%) and finance and administrative training (13%).
Older workers were less likely to want training and development as an alternative to a pay rise - just 16% and 14% of those in age groups 55-64 and 65+ respectively choosing this option.
Sharon Glancy continues, “The appetite for leadership and management training shows we have a working population that is ambitious to step-up and progress their careers. However, with people needing to work longer now, older workers should not be complacent and need to embrace any opportunities offered for training, or manage their own continued learning, to ensure their skills stay current in a very competitive jobs marketplace.”
*All figures, unless otherwise stated, are from research company ICM Research. Total sample size was 2002 adults. Fieldwork was undertaken on the 15th September 011. The survey was carried out online. The figures have been weighted and are representative of all working GB adults (aged 18+).
