HiBob’s recent research highlights distinct workforce personas within the UK, revealing insights into employees’ preferences and motivations.
- Five unique personalities, namely the Triple Checker, One and Done, Glancer, Headliner, and Avoider, were identified based on payslip interaction.
- These personas influence work preferences, from office presence to hybrid models, impacting work-life balance and motivations.
- Understanding these personas allows businesses to tailor strategies, maximizing potential and maintaining employee satisfaction.
- Ronni Zehavi emphasizes the importance of recognizing diverse employee needs for effective workforce management.
HiBob’s research has revealed five distinct workforce personas within the UK’s employed population. These personas are defined by how employees interact with their payslips, allowing companies to better understand individual preferences and motivations. Such understanding is crucial in an era where organizational efficiency and employee engagement are paramount.
The largest group, known as the One and Done (46%), thoroughly reviews their payslip once and prefers a hybrid work model. This group values work-life balance and financial security, and displays a high level of job satisfaction. They are characterized by their efficiency and understanding of their payslip, contrasting with the reassurance-seeking Triple Checkers.
The Triple Checker, composing 22% of the workforce, meticulously examines their payslip multiple times. Preferring an office environment, they are motivated by career advancement and are notably comfortable with socio-political discussions at work. Despite their diligent payslip inspection, they might not fully comprehend it, indicating a need for reassurance.
In contrast, the Glancer (20%), gives payslips a cursory glance. Prioritizing personal life over work, they are inclined towards remote work and seek financial security. Although generally less detail-oriented, they are open to listening and finding compromises in conflicts, placing greater focus on life outside of work.
The Headliner group (11%) only ensures that the final payslip amount matches their expectations. This persona prefers hybrid or office work but is often dissatisfied with their work-life balance, driven by job satisfaction and fear of job loss. They tend to advocate more during conflicts, showing less trust compared to other groups.
Lastly, the Avoider (1%) seldom opens their payslips, showing a strong preference for remote work. For them, work-life balance and social connections are primary motivators, not financial gain. This group is likely to avoid socio-political discussions and workplace conflicts, focusing instead on maintaining a stress-free environment.
Ronni Zehavi, CEO of HiBob, underscores the importance of understanding these diverse personalities for optimal workforce management. Employers must adapt their strategies to accommodate varying employee needs, ensuring that every voice is heard. Recognizing these differences is essential for creating supportive, productive workplace environments.
HiBob’s study advocates for a nuanced approach to workforce management, recognizing the varied needs of distinct employee personas.
