Labor Market Compass paints a picture of the mood on the Swiss labor market

The fact that the labor market is changing and employers are being called upon to come up with new working models to meet the increased demands of the workforce is hardly news anymore. Marketagent's labor market compass shows where to start. Since the beginning of the year, the digital market and opinion research institute has been surveying employees from Switzerland on the current mood on the labor market, not only taking a close look at domestic employees, but also highlighting preferences from the entire DACH region.

A total of 3,737 employees from the first half of 2024 provide an insight into where their priorities lie in their professional lives and what role the much-cited buzzwords "work-life balance", "home office" or the "four-day week" actually play in their desired scenario.

The formula for the dream job

A good salary, flexible working hours far from full-time, extensive home office - this is roughly what the perfect job could sound like. The latest data from Marketagent shows that in reality, employees' priorities are more diverse than these platitudes.

Does fair pay play a significant role in the job? Yes - in Switzerland and Austria even significantly higher than in Germany (Switzerland: 67% vs. Austria: 65% vs. Germany: 59%). A not insignificant proportion would also be happy with a flexible working time model, with the Swiss in particular standing out with 47% (compared to 42% in Germany and 39% in Austria). But: "A fulfilling working day is multi-faceted. In addition to an attractive salary, a good working atmosphere, flexible working hours, job security and appreciation turn out to be key drivers when looking for a job and leave supposedly decisive framework conditions such as the option to work from home or the much-discussed four-day week far behind at the end of the day," emphasizes Thomas Schwabl, founder of Marketagent Switzerland. "In terms of employee retention and satisfaction, employers are therefore called upon to master the important balancing act between attractive cornerstones and these essential feel-good aspects."

New dynamics in the labor market

The labor market has become noticeably more dynamic in recent years. The public debate about a reduction in working hours has been fueled time and again, and not entirely without reason. After all, the Swiss would like to work an average of 34.5 hours.

"Goodbye to the 40-hour week" is not only the motto in Switzerland, but also in the two neighboring countries. While Austrians would prefer a workload of 33.5 hours, the average for Germans is the lowest in the three-country comparison, with a desired working time of 31.7 hours. If their job allowed it, they would work around 41% of these hours from home. The preferred proportion of remote work is only higher in Switzerland at 44% (vs. 37% in Austria).

Furthermore, work-life balance is increasingly becoming a key issue in today's fast-paced working world. When faced with a direct choice, the majority of Swiss respondents clearly prefer a work-life balance (78%) to a career (22%). Work-life balance is therefore not just a fashionable buzzword, but a fundamental aspect of modern working culture. It is therefore important for employers to enable such a balance without jeopardizing operational goals.

High satisfaction does not prevent job changes

A look at the satisfaction levels in the current job allows employers to breathe a sigh of relief. After all, 78% of Swiss employees state that they are very or fairly satisfied in their job. In Austria and Germany, the figure is even slightly higher at 83% and 79% respectively. However, the fact that companies cannot rest on their laurels and that competition for the most talented people remains high is shown by the high willingness of employees to change jobs. In Switzerland, no less than 41% feel the desire for a career change, even though at 45% they perceive their chances on the labor market far less positively than Germans (67%) and Austrians (64%). However, one reason for this is probably the considerable jump in salary that they expect with a new job, which they put at 31% (compared to 28% in Austria and 25% in Germany). In the "war for talent", it is therefore still important to set the right incentives.

Study profile

• Client: In-house study in Switzerland
• Method: Mobile research tool via smartphone app
• Survey period: 1.1.2024 - 30.6.2024
• Sample size: 638 net interviews
• Core target group: Self-employed professionals aged between 18 and 69 from Switzerland
• Quota control: Sample representative of the working population I weighted according to the working population in Switzerland