Italians dissatisfied with their jobs
The results of the PwC survey "Hopes and Fears Global Workforce Survey," which analyzed the attitudes and behaviors of approximately 56,000 workers in over 50 countries.
In Italy, only 54% of working individuals (6% lower than the global average) are satisfied with their jobs, yet they are not asking for promotions or raises. Additionally, 22% of Italian workers would change jobs in the next 12 months, compared to 28% globally (a higher figure than during the Great Resignation).
These are just a few data points from PwC’s “Hopes and Fears Global Workforce Survey“, which analyzed the attitudes and behaviors of nearly 56,000 workers across more than 50 countries.
Salary and promotions are no longer enough
Italian data aligns with global trends, highlighting the importance of adequate compensation (88% in Italy versus 82% globally) and job satisfaction (81% compared to 74%). However, unlike workers elsewhere, Italians place significant emphasis on having a challenging (81% in Italy versus 55% globally) and collaborative (75% compared to 63%) work environment.
The survey reveals a disconnect between what is deemed important and the actual experience. While adequate compensation tops the priority list, only 66% describe their job as fulfilling, and 62% feel they are fairly compensated.
Only 27% of working Italians (compared to 43% globally) express a willingness to request a salary increase in the near future.
One in two talents would change jobs
In Italy, 41% of employees state that the opportunity to learn new skills influences their decision to change jobs (compared to 47% globally). For younger generations (aged 18 to 27), this importance increases to 51%.
However, the perception that the skills required in the job market can change dramatically is significantly lower – by at least 12% – than the global average across all sectors, except for the Public Administration.
Data from PwC’s 2024 AI Jobs Barometer reveals that in sectors most exposed to artificial intelligence, the demand for new skills is changing 25% faster than in less exposed sectors. The most sought-after skills are those that cannot be easily performed by AI, while demand for skills that can be covered by this technology is decreasing.
Moreover, the perception of a skills mismatch is more pronounced than the global average: 55% of Italian respondents do not believe their profile fully aligns with the skills required for their job (compared to 41% globally). This misalignment is especially pronounced for manual labor jobs (70%) and among younger workers (61% for Gen Z) compared to those over 60 (43%).
The potential of AI remains largely untapped
In Italy, only 5% of companies with at least 10 employees utilize AI-based technology, compared to an 8% European average. Furthermore, only 4% of surveyed workers report using Generative AI (GenAI) daily, against a global average of 12%.
When looking at generational differences, it’s clear that usage decreases with age: around 62% of Gen Z have used GenAI at least once in the past 12 months, a figure that drops to 42% for Gen X and 25% for Baby Boomers.
The primary reason for this underutilization is the perception that their job does not offer opportunities to use AI (27% in Italy compared to 33% globally). While the main barriers worldwide are a lack of specific skills, in Italy, there is a notable absence of awareness regarding the potential career benefits of AI.
Additionally, fewer than half of the respondents believe that using AI can enhance their efficiency (47%) or reduce their workload (40%), representing 14% and 10% lower than the global averages, respectively.
The data emerging from this analysis shows that sectors with higher exposure to AI (financial services, IT, and professional services) are experiencing productivity growth nearly five times faster than sectors with lower exposure.
In general, both globally and in Italy, the perceived benefits outweigh the risks. However, worldwide, the level of this perception is higher than in Italy: “A key test for leadership will be the complexity introduced by innovations such as artificial intelligence and GenAI“, explains Riccardo Donelli, partner at PwC Italy Workforce Strategy.
“As highlighted by the PwC AI Jobs Barometer, based on an analysis of over half a billion job postings globally, the sectors most exposed to AI are experiencing significantly higher labor productivity growth compared to other sectors. This confirms that artificial intelligence not only supports human decision-making but can also revolutionize the way companies operate, creating new value opportunities“.
The workforce is ready for change
The survey reveals that, at the Italian level, the trend is to be more moderate in assessing the transformative impact of elements such as technological change, geopolitical conflicts, or shifts in consumer preferences. In particular, the largest discrepancies compared to global data were found regarding technological change (37% vs. 46%) and changes in government regulations (35% vs. 43%).
Generation Z perceives a higher likelihood of change, especially in relation to geopolitical conflicts (43%), technological innovation (41%), and climate change (40%). Additionally, 61% of Italian CEOs are more likely than workers to see digitalization as a significant driver of change in the near future (compared to 56% globally).
Despite 42% of respondents (vs. 53%) reporting that they experience too many changes at once, nearly double that number (78%) express readiness to adapt to new working methods. This climate of optimism fully compensates for the concerns expressed by some regarding job security (35%) and an aversion to ongoing changes, which are deemed incomprehensible (36%).
Once again, the generational gap highlights younger generations as the most enthusiastic about opportunities for learning and growth (65%).
The role of Leadership
The findings from the 27th Annual Global CEO Survey are supported by data collected through the “Hopes and Fears Global Workforce Survey.” Only 55% of Italian respondents rate their company’s leadership positively in terms of:
- Communication
- Skills
- Trust
- Fairness
- Well-being protection
- Employee recognition (global average is 67%)
Compared to the global average (77%), 11% fewer Italians feel involved in achieving their company’s long-term goals, indicating a weaker connection to the company’s future. A key factor in employee satisfaction is the awareness of being an active and integral part of a common project.
Among the changes that could help them perform better, 49% of Italian workers identified greater recognition of their contributions from leadership as the third most important factor, following compensation aligned with performance and career progression, and preceding improved work-life balance and access to new tools and technologies.