Romanians are attached to their companies, but they do not define their lives through work. An international study conducted by Ipsos for Pluxee shows that 75% of employees in Romania consider work important, but do not see it as the only purpose of existence, a percentage close to the global average of 71%.
Romanians are attached to their workplace, but they want more flexibility. Archive photo
Well-being at work is high: the average score in Romania is 8.1 out of 10, above the global average of 7.8. Six out of ten Romanians say that they have a close connection with the company and intend to stay as long as possible at their current job. The main reasons for going to work are the pleasant work environment, the enjoyment of the activity and the need to cover expenses.
Regarding involvement, Romanians increasingly adopt the concept of “balanced involvement”: 35% meet expectations, but set clear limits, and 43% work as hard as they can, figures similar to the global ones. This approach reflects the desire to maintain a balance between work and personal life.
Competitive pay and benefits tailored to needs remain the main factors in choosing an employer, and the work atmosphere and recognition of contributions are essential for well-being. The study shows that these elements strongly influence the level of satisfaction.
Romanians are particularly concerned about health, job loss and the fear of armed conflict. Despite these fears, 76% have confidence in their own future, more than the future of the country or the planet.
Work is only a part of their daily life
The study shows that employees have a strong emotional connection to their company: 83% say they “love” or “like” it. However, this attachment does not necessarily mean devotion: although 71% of respondents consider work to be “important”, it is not the sole purpose of their existence.
Contrary to common belief, engagement at work remains strong. Almost half of employees (46%) say they give their best effort at work. However, 34% take a more balanced approach, meeting expectations but setting boundaries when necessary. Jean-Baptiste Barféty calls this attitude “Balanced Engagement.”
“Balanced Engagement” is gaining ground. This represents a new approach to engagement, more flexible and adapted to individual life paths. As Brigid Schulte says: “Instead of talking about 'work-life balance', let's think in terms of 'work-life well-being'. This is the key to excellence at work and happiness at home.”
Life stages outline the nuances of engagement
Involvement is not all or nothing, but varies with life stages and personal priorities. The study identifies two key dimensions: the importance given to personal life and the balance between individual aspirations and the collective spirit. These combine to form eight distinct engagement profiles.
This spectrum of engagement shows that employees adjust their level of engagement according to life stages, invest in their work while setting boundaries, dedicating themselves to social causes when possible and recharging their batteries with their immediate circle.
Smart time management is the secret to a fulfilling life
Time management has become a major challenge to stay engaged at work as well as outside. Given that over a lifetime a person will spend hundreds of thousands of hours working, employees seek the freedom to use their time meaningfully. Asked how they'd like to spend a few extra hours off, they overwhelmingly chose time with loved ones and personal wellness, whether it's exercising or spending quality time.
According to the study, companies have much to gain if they identify the individual realities of employees in order to cultivate these new forms of engagement.
Like any type of relationship, employee engagement is based on a sense of reciprocity that goes beyond remuneration, although salary remains a top priority.
For companies and organizations, this change represents a major opportunity. According to the study, employees are attracted to employers who meet three key expectations: growth and autonomy, human connections and a positive workplace atmosphere, as well as material benefits (salary, benefits, etc.).
Finally, engagement is cultivated over time. The testimonials included in the study show that employee lives are diverse and unique, even among those with similar engagement profiles. They expect their organization to recognize this diversity and support them on their journey. This means providing a personalized employee experience and flexible benefits.
