Workers in the UK are unwilling to describe themselves as ambitious — despite wanting more managerial responsibility, career progression, and better pay.  

According to research from Randstad, which surveyed 27,000 workers in 34 countries across Europe, Asia Pacific and the Americas, shows that while more than half (56%) of workers globally consider themselves to be ambitious, only 42% of workers in the UK do. Workers in other countries — including China (80%), Malaysia (73%), and India (90%) — are more likely to describe themselves as “having career ambition”. 

While people in the UK are less likely to describe themselves as ambitious, Randstad suggests that the traits that define ambition — the desire for career progression and development and more managerial responsibility, as well as prioritising higher pay — are still very much in evidence.

When asked if they wanted to take on more managerial responsibilities, in the UK, 65% of workers said they did — compared to the global average of 47%.  In Japan, Czechia, and Belgium, the numbers were lower still, with 21%, 26% and 27% saying the same.

And when Randstad asked workers if they agreed “I don’t want career progression: I am happy where I am”, only 31% of British workers said they agreed, compared to the global average of 39%.  Countries where workers were more likely to say they didn’t want to progress their careers and were content to stay where they were included the Netherlands, Germany, and Denmark (all 53%) as well as Belgium (48%) and India (54%).

Nearly two-third of workers in the UK (65%) rank training and development opportunities as important to them in their current job. And nearly a quarter (24%) say they would quit a job if they weren’t offered opportunities to learn and develop.

Meanwhile, when asked about what they prioritise in a new role, 94% of UK  workers said pay, up slightly from last year (93%). While only marginally higher than the global average (93%) but far exceeding the importance workers attach to pay in other countries such as Denmark (83%), Japan (84%), Norway (86%), Sweden (88%), and Switzerland (89%).

Victoria Short, Randstad’s chief executive in the UK & Ireland, said: “Workers here are hiding their true selves in the workplace.  If you look at how people view career progression, pay, and their desire for managerial responsibilities it suggests they are just as ambitious — if not more so — than workers in other countries.”

Workers in the UK admitted hiding their ambitions from their employers — with 28% saying they thought they could be open with their employer about wanting to progress quickly in their career (vs a global average of 46%). In Malaysia, Turkey, Singapore, and China between 60% and 65% said the same. 

A majority (56%) of employees feel that they have to hide aspects of themselves at work.  More than a quarter (28%) would feel uncomfortable sharing their personal viewpoints — due to fear of judgement or discrimination. A quarter (26%) say their personality is different at work than it is outside of it. There are clear knock-on effects: workers don’t believe their bosses understand them. A third (33%) of workers in the UK feel their generation is not understood by leadership, and this rises to 44% for Generation Z. 

Victoria Short said: “Workers want to find like-minded partnerships with their employers, where they can present their full selves and work with employers to bring about positive change.  It’s crucial employers communicate regularly with talent about their wants and needs — including the provision of training and development opportunities.  Embodying the mindset of being a partner for talent, and truly understanding the motivations and ambitions of their employees, will unlock a wide spread of benefits in retention and attraction.  Ultimately though, there’s no one-size-fits all talent policy. Organisations need to make more effort to look at employees as individuals with different needs.”