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It appears they have a rather different perspective on work-life balance, company progression and longevity, and what matters with regards to job satisfaction.
The competition for the very best talent has seen an ever more diverse range of ‘soft’ benefits and ‘freebies’ offered as an incentive over the competition, and to keep up with new employee demands. Is this evidence of progressive workplace behaviour, or merely a reaction to an ever-decreasing skilled labour supply, or does a ‘bring your dog to work’ policy have intrinsically more value than cash?
A somewhat more cynical view might suggest that soft benefits are on the increase in order to ‘distract’ employees from the ‘hard cash’ element of salary. Using the benefits disguises a diminishing salary in real monetary value terms as an alternative, so no actual employer cost is incurred.
Whatever the case, there is undoubtedly a race to offer the ultimate soft benefits package by many employers. The traditionally valued benefits of pension, healthcare and car allowances, have become expected ‘God-given’ rights by the workforce, in the process they have become completely undervalued. Yet in reality, with rising costs and job security no longer guaranteed, probably more critical than ever is a total package value, when compared to say the benefits of working from home.
In data collected for this Guide there is specifically an indication that National Account Manager salaries have fallen behind, not only compared to inflation over the course of the last 10 years, but also compared to an arguably diminished level of accountability and responsibility in that same period. Soft benefits have however increased and become a more attractive or negotiable factor in overall compensation strategies. Would employers be faced with the taboo subject of working from home as often as they are, if indeed such a benefit was counteracted by a higher salary option?
The role of selling in FMCG
The topical subject about sales prevails... Does selling in a sales job still exist?
Given the Guide’s information perhaps the changing nature of the role does have an influence on the salaries that employers are prepared to pay. The historic perception that sales people have a high level of remuneration in the form of salary and big bonuses (in exchange for aggressive targets and big personal responsibility for achievement) is also in question in today’s FMCG commercial climate.