Manager barometer 2012 eng


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Manager barometer 2012 eng

  1. 1. Manager Barometer 2012February, 2012A survey to gauge the moodamong Austria’s managers
  2. 2. Managers in Times of Uncertainty Stanton Chase Manager Barometer 2012 Survey of 1,500 decision-makers: Uncertainty over future economic development shapes outlook for 2012 Managers seek work-life balance at home and in the family Increasing number of managers want to change jobs despite the economic crisis Managers in large corporations particularly receptive to a change© Stanton Chase International 22
  3. 3. Contents I. Executive Summary II. General Situation: Uncertainty Takes the Upper Hand III. On the Move: Willingness to Move at Record High IV. Career: Networking More Important Than Learning V. Stanton Chase International© Stanton Chase International 3
  4. 4. I. Executive Summary The annual Stanton Chase Manager Barometer corporations and in so-called matrix organizations provides clients with an overview of the mood (i.e. with several managers of their own) with fairly among top executives and managers in a wide anonymous communication structures. In this range of companies across Austria. For this year’s group, the percentage interested in changing jobs barometer, over 1,500 managers were surveyed is even higher in this group (93.3 percent). “These about the key issues in the current economic figures clearly indicate a dissatisfaction with the climate. Along with their feelings on the state of the current work situation,” says Franz Rois, Partner at economy, they were asked about their levels of Stanton Chase in Vienna. “The increase in job satisfaction with their current jobs, the outlook for frustration seems to be particularly prevalent in their particular sectors, as well as their own large corporations. These companies would be aspirations and career development prospects. well advised to take this situation seriously and make structural changes to counteract this trend.” Uncertainty is on the rise. News of the climatic financial crisis and a threat of stagnation in the world’s industrial nations have significantly Brief Summary of Key Points dampened the mood among Austria’s managers. The level of dissatisfaction among managers – While expectations in the previous year had been 87.8 percent would like to change jobs – should predominantly positive, the outlook for 2012 has set alarm bells ringing in boardrooms across now turned negative. Only just under 20 percent of Austria. The desire to change employer is growing managers describe their expectations for 2012 as rapidly and is a wish that is now expressed by the “positive”, while only 0.2 percent believe vast majority of managers in Austria. A total of 87.8 developments will be “very positive”. percent of Austria’s managers would be willing to Individual situations are better than the overall change employer if they received the right offer. state of affairs. In general, the negative This figure represents a rise of six percent over the expectations would seem to be more a reflection of previous year. Over two thirds of managers would the negative reporting in the media than of actual be prepared to relocate to another country for a experience. Managers assess the situation in their new job. own company and industry far more positively than Managers in large corporations are especially the situation in the economy as a whole. receptive to the possibility of a change. This applies in particular to those working in large© Stanton Chase International 44
  5. 5. II. General State of the Economy: Uncertainty Takes the Upper Hand The mood has shifted. Times are becoming positive in the technology sector (73.8 percent), uncertain, and a new – potentially longer – crisis followed by life sciences/healthcare (51.5 percent) looms on the horizon. Reduced to a common and industry (51.1 percent). The public sector – denominator, this basically sums up what Austria’s the primary target of the Austrian government’s managers expect of the future. While expectations budget cutbacks – trails far behind in last place: for 2011 were essentially still positive, managers only 6.6 percent of the managers surveyed now clearly have strong doubts. In response to the foresee a positive future for this sector. question “How do you think the Austrian economy will develop in the next 12 months?”, only 0.2 percent choose the option “very good”. More than Outlook More Positive in Home half the survey participants give “neutral” as their response. Around 25 percent view the outlook as Sector “negative”. In contrast, last year 83.1 percent of Low expectations do not necessarily mean that managers had still felt the outlook was “optimistic”. the effects of the crisis are already being felt. It is Over half the managers surveyed this year also not without reason that the managers surveyed feel the negative or uncertain trend will continue assess the general economic situation to be far for a longer period. worse than the situation in their own industry. Over 80 percent of the 1,500 executives surveyed Economic development in Austria are “optimistic” to “very optimistic” about the mood in their own companies, while only 18 percent are very positive “pessimistic” about their own situation. 0.2% Nonetheless, only one third feel that the mood has negative positive improved in their own company. 24.7% 20.1% Current mood in home company/sector very optimistic 3.4% optimistic pessimistic 27.9% 18.1% neutral 55% Managers now only retain a positive outlook for “industries of the future” (e.g. technology). This is also linked to assumptions regarding the need for innovation and creativity in times of crisis. The somewhat optimistic outlook for career opportunities is still fairly 50.5% Career opportunities for top managers 0% 25% 50% 75% 100% Technology Life Sciences/Healthcare Industry Professional Services Consumer Goods Financial Services Public Sector/Education/Non Profit© Stanton Chase International 5
  6. 6. Current stress levels 0% 25% 50% 75% High, but tolerable Normal, healthy level Too high, not tolerable in the long run No stress - "I am quite happy" Not enough stress - "I dont have enough to do" Despite the increasingly bad news presented in the Incidentally, the vast majority (78 percent) of media, Austria’s managers do not appear to be at all managers look to balance stress at work through their nervous. Only 8.7 percent of the managers surveyed family lives. 71 percent use exercise to achieve this indicated that their stress levels were currently “too work-life-balance. 47 percent relax in the company of high” and “not tolerable in the long term”. 49.5 percent friends. Interestingly, women prefer to relax in the assessed their stress levels to be “high, but tolerable”. company of friends rather than with their family – a possible indication of the double load faced by women in managing career and family commitments.© Stanton Chase International 66
  7. 7. III. On the Move: Willingness to Move at Record High One surprising trend is that despite the fact that managers to such a move. Only 30 percent give the general situation is clearly less secure, the the possibility of a salary rise as a potential motive willingness to change jobs has evidently risen for a change in job. This clearly contradicts the further. Almost 90 percent of managers would be popular opinion that managers are driven by greed willing to change employer (87.8 percent). This and are only interested in their bonuses. figure is up six percent even compared to the previous year. 38.3 percent of this group describe themselves as “very interested” in a new career Large Corporations Encourage opportunity. Only 12.3 percent are not interested in a change in job. Given the current situation and Frustration Among Managers the negative expectations for the economy Since the willingness to change jobs had already described above, this willingness to change can be been unexpectedly high in the previous year, seen as a sign of great dissatisfaction among Stanton Chase sought to get to the bottom of this managers. Evidently, the greater share of trend in the current survey. Our goal was to find companies offer their managers too few out which organizational forms were particularly opportunities to progress and climb the career strong catalysts for “frustrated managers”. The ladder, prompting in turn the interest in a move to result: managers who work in large corporations in another company or indeed to the competition. so-called matrix organizations (i.e. with several managers of their own) with fairly anonymous Interest in a new career opportunity communication structures, frequent overlaps in competences and limited individual freedom to very interested interested make decisions are particularly “receptive to the 38.3% 49.5% notion of change”. 50 percent of managers in such organizations are “very interested” in a change in job. This figure is significantly lower for managers who only report to one person (38.5 percent). Only 5.3 percent of top managers in companies with a matrix organizational form indicate that they are “not interested” in changing jobs. Willingness to change in matrix not interested 12.3% organizations very interested interested 50% 44.7% Frustration among Managers: Alarm Bell for Employers Lack of prospects in the current workplace is one further explanation why “to progress and realize my own interests” is the undisputed top reason (69.1 percent) for interest in a new job. Money not interested alone does not suffice to motivate Austria’s 5.3%© Stanton Chase International 7
  8. 8. Relocating Abroad Not a Position/Responsibility Count – Drawback Money a Secondary Issue Austria’s managers are also quite willing to The fact that career opportunities number among relocate to improve their career prospects. 66.9 the main criteria to be met by a potential new percent would be willing to relocate to another employer fits well with the overall sense of location in Austria or to a neighboring country. As dissatisfaction. Only 30 percent of the managers many as 47 percent would also be willing to surveyed view a salary rise as a “very important” relocate to the Middle East, Asia or the USA. In criterion for a change in job and employer. They comparison to the 2011 survey, the ascent of the place far more importance on aspects like “more emerging economies is now also a clear factor of responsibility” (49.5 percent) or a “more important influence. Asia – including China and India – has position in the company” (53.5 percent). This result overtaken the USA as the preferred “long- also contradicts the popular preconception that distance” destination for a career move. Only 21 managers are no more than greedy con artists. percent of managers indicate a willingness to relocate to a CIS destination. A notable 47 percent would be prepared to take up employment with a Fit for a Move company in Eastern Europe. Are there any differences between managers who are willing to change and those who are not Preferred regions looking for new jobs? Yes, there are, but in 0% 20% 40% 60% aspects of behavior not normally associated with job seeking. Managers who are willing to change Asia are far more physically active than their Eastern Europe counterparts with no real interest in a move. The latter usually do far less sport than managers “on Latin America the move”. A second difference is that managers Gulf Region with a strong interest in a change in job have a far more pessimistic view of their current employer’s CIS situation (25 percent think their company is going Africa downhill) than those with little to no interest in a change (8 percent). It is also striking that managers who want to change are more willing to take on more stress at work. They do not view From a gender perspective, it is interesting to note “stress” to be as decisive a factor in job that while 69 percent of male managers are willing satisfaction (59.5 percent) as managers who are to relocate abroad, this figure drops to only 58 not looking to change (75.5 percent). percent among their female counterparts. Factors in decision for a new job/employer 0% 10% 20% 30% 40% 50% 60% more mportant role in the company more responsibility improvement in market value better salary and remuneration package international relocation change of industry working with former colleagues© Stanton Chase International 88
  9. 9. IV. Career Matters: The “Socializing Manager” The manner in which managers achieve their Work Seen to be More a Matter of career goals also says a lot about a country‘s corporate and business culture. As far as Business than Creativity Austrian business relationships are concerned, How then do Austria’s managers see their it is often said that who you know is actually far employers? Which characteristics do they think more important than what you know and what the economy expects its managers to have? you can do. This opinion is obviously shared by Essentially, managers take a dry and pragmatic the country’s managers. When it comes to view of their role: they see themselves as climbing the career ladder, they assign a lesser problem solvers, not an ethical or creative elite. role to professional training and development 77 percent of those surveyed consider change and far more importance to expanding their own management skills to be very important, 66.7 networks and marketing themselves. Of the percent assign great importance to flexibility and criteria choices listed “obtaining international adaptability. In contrast, a great deal less experience” is accorded the least relevance importance (42.9 percent) is attached to the when it comes to achieving career goals. “clear values” regularly demanded in the public There are however also some very clear gender debates. The importance attached to “creativity” specific differences here: women attach a far (35.3 percent) and “multicultural” experience” less important role to networking than men. 72.6 (22.8 percent) is also surprisingly low. percent of men, but only 54.8 percent of women feel they should expand their networks to improve their career opportunities. Women consider improving their professional and personal skills to be the most important career development factor. Achieving career goals through 0% 20% 40% 60% 80% expanding your network marketing yourself developing your professional skills obtaining international experience What companies want of their managers 0% 20% 40% 60% 80% 100% change management flexibility/adaptability productivity management clear values creativity management mobility multicultural experience© Stanton Chase International 9
  10. 10. V. Stanton Chase International Stanton Chase International was established in Services: 1990 and is now one of the world‘s largest executive search firms with over 70 offices in 42 countries. Executive Search Stanton Chase International enjoys an extraordinary Board Services standing in the “emerging markets” sector and is one Executive Assessment Services of the leading companies in its field in Austria and in Central and Southeast Europe. Management Appraisals Since it was founded, the Stanton Chase office in Vienna has served as the link between the markets in International Practice Group Specializations: Western, Central, Eastern and Southeastern Europe. Together, the five partners in the Vienna team have Consumer Products and Services over 50 years of executive search experience. Financial Services Each of our partners has a clearly defined practice group focus and extensive local and international Industrial know-how and expertise. They provide an equally Life Sciences and Healthcare successful service to both international clients and local and regional players alike. Logistics and Transportation In 2010 and 2011, the Stanton Chase office in Vienna Professional Services was recognized for its achievements with the company’s “Office Of The Year” award. Technology Further Specializations: Natural Resources and Energy Family-Owned Businesses© Stanton Chase International 10 10