Author: Carl Day, Chief Sales Officer, Apogee Corporation

The focus on attracting and retaining employees with talent and potential has intensified in recent years, but approaches can often be based on little more than assumptions about what employees value most. Every employee is unique, with different preferences, routines, and motivations that must be considered if each is to be given the right tools to thrive.

After Apogee surveyed 1,000 employees in mid-sized UK businesses, it uncovered lessons that employers should consider if they want to retain top talent and create an environment where every employee can do their best work. We can summarise them here in five points that apply to the workplace, including the concept of success, the attributes necessary to be a modern CEO and attitudes towards technology.

1. Employees value sustainable technology over the latest gadgets

It’s a common assumption that employees only want to work with new technology. This is because only the latest hardware can provide the speed and efficiency needed to work smoothly.

Research has shown that the opposite is true, in fact there is a shared openness to using sustainable technology, with almost three quarters (73%) of employees saying it is important. More than nine in ten respondents (92%) believe that refurbished equipment has a positive impact on the environment, while less than 1% of all respondents say they would only accept new devices.

In the context of broader technology adoption, organisations should therefore consider using refurbished devices and reducing the amount of printed documents to improve their ESG credentials.

2. Career is not the only priority

Some employers may also easily assume that career progression and financial rewards are at the forefront of employee considerations. However, it is increasingly common for employees to have mixed motivations as the importance of well-being is rightly recognised. Younger generations, such as Generation Z, value their free time and desire clear boundaries between work and home, rather than traditional markers of success such as salary or title. In the survey, 46% of respondents prioritised achieving work-life balance – significantly more than competitive pay (36%).

They expect to develop skills and gain transferable experience, but there is a difference between self-described extroverts and introverts. Extroverts are much more likely to prioritize learning and development (20%) than introverts (11%).

3. Success means different things to different personalities

Employees have different ideas of success that employers need to consider. For example, while 50% more extroverts than introverts define success in the workplace as the ability to work well with others, 63% more introverts than extroverts define success as completing a to-do list at the end of the day.

Success in the workplace varies because every employee works in a unique way. The workforce has different needs, which means each person needs customized tools and technology that align with their strengths and goals to fully maximize their potential.

4. Not only extroverts are predestined to take the top position

In the corporate world, it’s widely believed that to be a successful CEO, you have to be an extrovert—charismatic, outgoing, and always the center of attention. This stereotype suggests that only those who can effortlessly command attention and lead with courage are suited to sitting in the corner office. But when asked what qualities make a great CEO, the survey found mixed opinions, with many recognizing that there are other valuable skills they can bring to the table. 43% believe that CEOs need to be both introverted and extroverted—a mix of both personality types. Communicating effectively, taking an interest in employees, and putting their needs first—all of these traits were found to be essential for a CEO.

5. Productivity is a matter of personality and place

There’s no one-size-fits-all solution when it comes to technology and employee productivity in the workplace, due to the varying preferences that come with personality types. For example, 84% of extroverts struggle to be productive in a remote environment, underscoring the need for in-person interactions to thrive. On the other hand, 86% of introverts feel their productivity doesn’t improve in the office, suggesting that a traditional work environment may not play to their strengths. Remote technology is key for introverts, with 30% saying it helps them communicate more confidently and 43% saying it allows them to express their ideas more freely. However, that same technology can also make collaboration difficult, with issues like poor engagement, poor sound quality, and lack of effective interaction preventing 27% of employees from being able to collaborate effectively.

Employees’ views on work, careers, and technology aren’t as predictable as many employers might think. There’s a lot of talk about values ​​alignment when discussing the workforce, and these five factors are guidelines employers need to consider if they want to retain top talent and enable them to leverage their unique strengths.

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