Two-thirds (66%) of respondents cannot see a clear link between performance and pay at their organisation, according to research by Towers Watson.

Its Global workforce study, which surveyed 32,000 employees across 29 countries including 2,628 UK employees, examined how the work environment is changing in response to shifts in business operations, communications and technology, and related global trends.

It focused on what contributes to sustained engagement in the workplace, made up of three distinct elements. One is traditional engagement, defined as employees’ willingness to give effort to their employer.†The second is enablement, defined as having the tools, resources, and support to get work done efficiently.†The third is energy, defined as a work environment that actively supports physical, emotional and interpersonal wellbeing.

The research also found:

  • 26% of respondents said they felt stuck in their role as their peers put off retirement.
  • 77% of respondents said that their ability to advance their career has either got worse or stayed the same compared to a year ago.
  • 33% of respondents said their organisation does a good job of providing opportunities for career advancement.
  • 55% of respondents said they have the tools and resources they need to achieve exceptional performance.

Yves Duhaldeborde, head of organisational surveys and insights at Towers Watson, said: “The research paints a worrying picture of standstill Britain.

“It suggests that both workers and organisations are stuck in a rut, without the tools, inclination or support they need to progress.

“The post-recession reality is that many people have swapped ambition for stability and are choosing a steady income from their current role over aiming for promotion or looking for a new job entirely.†

“We need employers to really inject innovation, creativity and confidence back into their business to ensure that employees feel assured of their career options and can break through the current ambition ceiling we’re seeing.”

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