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Work atmosphere, work-life balance and development: this is what employees value
According to a poll on the LinkedIn account of Talentmark, work atmosphere, team and work-life balance are the factors that make the biggest difference in a job. Salary remains important, but it is by no means always the deciding factor. In this blog, we share the results of the poll and explain what these figures mean for employers in Life Sciences.
Talentmark asked professionals in the Life Sciences sector via LinkedIn what they consider important in a job. These were the results:
The poll is based on 45 responses and therefore mainly provides an interesting indication from the Talentmark network. The outcome fits with the broader development that employees are looking beyond salary. Especially now that Gen Z is becoming an increasingly larger part of the workforce, themes such as balance, development, purpose and team culture are receiving more attention.
With 44%, work atmosphere & team is the clear number one in the poll. In Life Sciences, this is easy to explain. Almost every role requires collaboration, careful coordination and trust in colleagues. A good working atmosphere means more than just a pleasant environment on the work floor. It is about clear communication, proper handovers, taking responsibility and being able to trust that colleagues perform their work carefully. Especially in GMP environments, this is essential. A misunderstanding or unclear handover can affect quality, planning or safety.
International data also supports this view. In the Life Sciences Talentmark Report 2025, a negative work culture is mentioned by 61% as a reason to leave an employer. Conflicts or a poor culture fit are mentioned by 53% as an important factor. This shows that work atmosphere is not only pleasant, but also has a direct impact on talent retention.
The second most important factor in the poll is work-life balance, with 31%. This data also aligns with broader labor market data. The Workmonitor of Randstad 2025 shows that, globally, work-life balance was considered more important than salary for the first time, with 83% naming work-life balance as important compared to 82% for salary. Ipsos I&O also concluded in 2025 that work-life balance is a top priority for employees in the Netherlands. Work is important, but fewer people want work to structurally come at the expense of their private life. Employers notice this particularly among younger employees, who more often critically assess working hours, flexibility and the room to combine work with other responsibilities.
Within Life Sciences, work-life balance can differ greatly per role, for example because of different shift patterns. For one candidate, a 5-shift schedule is attractive because of the days off between shifts, while another candidate may prefer working in day shifts.
That is why transparency is important. Candidates want to know in advance what a schedule means for their private life. Not only how many hours they work, but also when, how often and with what degree of flexibility.
Salary received 13% of the votes. This does not mean that salary is unimportant, but it does mean that salary is primarily a basic requirement. If the salary is not right, a candidate will drop out. But when the salary is suitable, other factors often become decisive.
The Life Sciences Talent Report 2025 also shows that salary still plays a major role. In the report, 60% mention a low base salary as a reason to leave an employer, while 73% mention a higher base salary as an attractive factor when considering a new job.
For employers, this presents a clear opportunity to be transparent about salary. This helps prevent unsuitable candidates from applying, avoids misaligned expectations late in the process and reduces time spent on conversations that ultimately are not a match. Especially in a tight labor market, clarity is a way to attract the right candidate faster.
Career growth opportunities received the fewest votes, namely 11%. Still, this topic is more important that the percentage might suggest at first glance. Growth does not always mean a promotion or a new job title. It can also mean additional responsibility, training, specialization or the opportunity to become more broadly employable.
LinkedIn’s Workplace Learning Report 2025 emphasizes that career development plays an important role in retaining talent. Career development and learning are increasingly linked to engagement, employability and retention. Employees want to know they are not standing still, but can continue developing within their field. For employers, this means that developments needs to be made concrete. This can be done by explaining which steps are realistic, such as internal training, guidance from experienced colleagues, certifications, progression into senior roles or broader development.
The main lesson from this poll is that an attractive job consists of more than just employment conditions. Candidates want to know where they will end up, who they will work with and how the role fits their life and ambitions. For employers, this means that job descriptions and conversations can be more concrete about:
The 2024 Netherlands Working Conditions Survey by TNO and CBS shows how broad the employee work experience is. Working conditions, psychosocial workload, training, development, employability, health and absenteeism all play a role in how people experience their work. Candidates choose based on the complete picture. Employers that present this complete picture clearly and honestly increase the chances of better matches and long-term collaboration.
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