INFOGRAPHIC

Q4 2023 Employee engagement survey EMOWERMENT

EMPLOYEE
DIVERSITY AND
INCLUSION

The turn of the year in companies is often associated

with reviewing and evaluating annual results as well as
setting goals for the New Year. For the second year in a
row, Manpower is enlisting the help of the UNLOCK
Employee Engagement Survey.

LOYALTY 

TO THE
ORGANISATION
The results of the study have helped our organisation to:
This survey
assesses

Identify our strengths and weaknesses.

Observe and measure the change over the year.

Identify more targeted questions in preparation for the

annual performance reviews.
EMPLOYEE ORGANISATION’S
SATISFACTION
Set individual and corporate goals for the next year.
WITH A JOB MICROCLIMATE
P lan pay rises and career progression.

The "relocation" of remote work to offices

Remote work has become the norm in many organisations, but the need for managers to bring employees back to the office has increased due to smoother communication,
greater employee engagement, teamwork and shared goals. There is no one-size-fits-all solution. However, there are several ways to implement yet another revolutionary
change in the way organisations work.

Agreement Without an agreement there are certain risks:

, Promotion
Using a staff survey to find out whether staff For some employees, this will be an incentive to Additional benefits (housekeeping services,
would like to return to the office and the reasons look for another job.

babysitting, etc.).


for their (re)reluctance.


A diminished employer image.

Improved office space, creating an ergonomic

Assessment of office space, working facilities and workplace.


working environment (would the resources

available be sufficient if staff were returned to the Reduced staff motivation and job satisfaction.
Breakfast and lunch reimbursement or meals
office?).

provision on selected days.


Deciding on the flexibility of the working Convenient office location and free parking.
arrangement.

Dialogue and compromise between employees and employers should lead to a mutually favourable solution, while preserving mutual flexibility and without jeopardising
labour relations.

Candidate turnout rate 2023

The second quarter indicated the

highest number of active candidates
(70 per position on average).

The most active professionals are at

Junior level, with an average of 57
candidates per Junior level position.

Only about half of the candidates at

Junior and Middle level were suitable
for the advertised position. By
contrast, almost all the candidates for
the Senior level were eligible.
Source: Manpower data 2023.

Advertisements: are we
communicating candidates'
responsibilities properly?

When browsing career portals daily, we find that the

job responsibilities section of job adverts is often
misleading and does not concisely and clearly state
the job specifics of the main position.

Here are the examples of ads for the position of the

Office Administrator, taken for comparison:

Good example To be corrected example

Full administration of
office operations and
ensuring general order .

~ Checking company emails, answering phone calls, providing relevant information, dealing
with various and unforeseen situations, managing document administration, ensuring
cleanliness and order in the office (many different functions in one bullet point).

Preparation and processing of

company documentation and
correspondence .

~ Greeting the company's clients and guests, escorting them to the conference room,
finding out guests' preferences for drinks (the item does not describe responsibilities, but
rather lists specific tasks in too much detail).

Communication with clients,

representation of the company,
organisation of meetings .

~ Providing customers with information on prices, company activities, services offered,

responding to customer enquiries by email (responsibilities overlap with those mentioned
in point 1 and are described inconsistently).

Support to the manager and

other office staff.

~ Entering data into software used by the company (a "stand-alone" function that does not
need to be separated into a separate bullet point).

~ Managing paperwork (too abstract, needs more detail).

In addition, the global talent

How do Many employers hold a
stereotype that a substantial
number of older individuals
The pandemic period has
created the perfect conditions
for older generations to
shortage is finally challenging
an entrenched stereotype,
stereotypes lack flexibility, loyalty,
technological proficiency, and
challenge this stereotype and
to gain more influence in
creating more opportunities for
older candidates to get
change reality? find it more challenging to
grasp new processes and
employers' talent selection
processes. Many seniors have
noticed. According to the
ManpowerGroup, as many as
innovations. not missed the opportunity to 34% of employers were willing
adapt as they have started to to consider older candidates
make even greater use of last year. Following the global
different technologies, trend, employers present in
communication platforms and Lithuania should be prepared
applications. to focus on developing and
strengthening employees'
digital skills at work and to
consider older candidates on
an equal footing if they want to
win the tough competition for
talent.

Declining population in Lithuania

2001 2021 2041 The country is facing The share of young people in the
demographic change - working age population is projected to
Lithuania's population is continue to decline due to low birth
ageing and shrinking, with rate. Increasing life expectancy will lead
3.48M 2.81M 2.34M low and declining birth to an increase in the proportion of the
rates. Migration of young elderly population, while the population
Source: Government Data Agency and the United Nations. and middle-aged people is as a whole will continue to age. The
a key factor in Lithuania's country's population is expected
ageing population. decline to 2.5 million in 2040.

Comparison of last year's and this year's demand for positions by sector

Based on data from Manpower and CVbankas, we have compared the labour market demand for different sectors
in 2022 and 2023.

Manpower 2022/2023 e x ecuted Demand for positions according

recruitments to CVbankas data
The graph below shows the share of total Manpower According to CVbankas, the comparison of the sectors with the
recruitments in each sector and compares 2022 with 2023: highest number of recruitments in 2022 Q2 and 2023 Q2:

2022 2023 2022 Q2 2023 Q2

According to the statistics above, we can see that the most in-demand sectors remain the same, but there is still a change. Both Manpower and CVbankas data
show that positions in the sales sector have become even more in demand in the market. Comparing the Manpower data for 2022 and 2023, the growth is equal to
10%. The IT and financial sectors, meanwhile, have experienced a decline in demand of 13% and 15% respectively. Thus, by comparing the available data from
Manpower and CVbankas together, we can confirm the demand trends in the position sectors.

Number of
employees

Number of redundancies in
Lithuania 2022-2023

Comparing 2022 with 2023, the seasonality

of redundancies has been maintained. The
number of people employed fell by a fifth,
indicating a decrease in demand for workers.
The current level of redundancies
encourages companies to look for solutions
to preserve the company's image when
Month making redundancies, while at the same time
preserving the relationship with the departing
employee. We have seen a growing market
uptake of outplacement services, with 79% of
Remarks£ participants (according to ManpowerGroup)
™ Data for the reference period are not comparable due to structural changes, reorganisation of enterprises or institutions ž
™ I ndicators calculated on the basis of data from SODR A . Minor changes may occur if information is updated ž
finding a job in the same or a higher position
™ E mployees whose employment has been terminated by agreement between the parties, at the initiative of the employer or 

the employee and on other grounds.
after completing a tailor-made outplacement
programme.

[email protected]
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+370 6850 2424