4. 2
CONTENTS
The Background to the Research Programme 3
The Methodology 4
The Demographics of the Respondents 4
The Research Findings
Part 1: Executive Expectations for Ireland 2015 6
Part 2: Executive Expectations for Organisations 2015 16
Part 3: Personal Expectations for Executives 2015 20
Overall Conclusions – MERC Partners, Executive Expectations Report 2015 24
MERC Partners - Executive Expectations 2015
5. MERC Partners is Ireland’s leading retained
executive search firm. It is the Irish member
firm of the global executive search group IIC
Partners.
Over the past four decades MERC Partners
has placed many key decision-makers in
positions of significant influence across all types
of organisations in Ireland within the public and
private sectors, indigenous and multinational
companies and in new and established
organisations.
Some of Ireland’s most influential and key
executives, with whom MERC Partners regularly
interacts on a daily basis, will be key drivers for
Ireland’s recovery into the future.As Ireland
continues to lead the way in recessionary
recovery through investment and jobs growth,
we again return focus to the senior executive’s
expectations for 2015.This report creates a
platform upon which we stimulate a realistic
debate as to what path we need to follow and
how to do so.
MERC Partners is keen to facilitate and
contribute to the discussion.With this in mind
MERC Partners once again commissioned
Amárach Research, an independent Irish market
research company, to undertake a study among
the senior executive community in Ireland. This
is the fourth year of our research programme
and, where relevant in this report, the findings
from this year’s research are compared with
previous years.
3
THE BACKGROUND TO THE
RESEARCH PROGRAMME
MERC Partners - Executive Expectations 2015
Age Profile of Respondents
36-45
31%
46-55
48%
56-65
14%
26-35
6%
66+
1%
Career Level of Respondents
Other 5%
Middle Manager
4%
Managing Director/
CEO
27%
Divisional
Director
26%
Functional
Head
22%
Senior
Manager
8%
Partner/
Shareholder
8%
6. THE METHODOLOGY
As was the case with previous waves of the
research programme,Amárach Research, in
consultation with MERC Partners, designed a
survey that focused on Executive Expectations
for 2015 taking into account the present
economic landscape. The survey was designed
to review where respondents saw positive
elements in Irish business performance and to
highlight the more challenging components.The
overall positive views which are emerging from
this research once again highlight our national
strengths, which have often been forgotten, as
being key to our handling of the crisis at a
personal and professional level while the
negatives are highlighted with constructive intent
– as a call to action for change.
As with the previous study, the survey was
conducted using an online survey methodology.
Potential respondents were emailed directly by
MERC Partners and asked to participate. Within
the email was an embedded survey link which
brought respondents who agreed to participate
directly to the survey. The survey was conducted
in line with best practice as laid down by
ESOMAR (The European Market Research
Organisation) and AIMRO (The Association of
Irish Market Research Organisations).All
individual responses are confidential and only
aggregated responses are reported.
Our research focused on three areas:
1. Executive Expectations for Ireland
2. Executive Expectations for their organisation
3. Executive Expectation for themselves.
THE DEMOGRAPHICS OF THE
RESPONDENTS
In the research programme a total of 342 senior
executives completed this survey, a sizable and
robust sample on which to base the survey
findings, especially given the seniority of the
target audience. 31% of respondents were aged
between 36 and 45, while 48% were aged
between 46 and 55, 13% of respondents were
aged 56 and older, while 6% of respondents
were aged 35 and younger, in line with the
previous wave.
Our respondents were also drawn from a variety
of different business types and sectors. 83%
came from the private sector – 6% from ‘not for
profit’ organisations and 11% from a public
sector organisation or agency.
Every main area of Irish business activity was
represented in the respondent profile.The
highest level of representation came from the
Financial Services and Professional Services
sectors (23% and 20% respectively).
4
Financial Services
23%
Consumer
Goods
8%
Pharma/
Life Sciences
5%
Not for
Profit
4%
Public Sector
7%
Engineering/
Construction
7%
Retail
5%
Services
7%
Tourism/
Hospitality
1%
Technology
13%
Professional
Services
20%
Industry Background of Respondents
MERC Partners - Executive Expectations 2015
7. Over 7 in 10 (71%) respondents worked in
organisations with a multinational presence. Just
under half of these (44%) were headquartered in
Ireland and the others were predominantly
located in the USA, Europe and UK (16% apiece)
and a small number of other countries
accounting for 8%.
In terms of their career positioning, the largest
proportion of respondents were Managing
Directors or CEOs (27%); followed closely by
Company or Divisional Directors (26%);
Functional Heads (22%); Partners or
Shareholders (8%); Senior Managers (8%);
Middle Managers (4%) and Self Employed or
Sole traders (3%).The survey was completed by
respondents during December 2014.
5MERC Partners - Executive Expectations 2015
8. 6 MERC Partners - Executive Expectations 2015
Employment Opportunities Continuing to Improve
in 2015…
Respondents were asked about the numbers
employed in their organisations in relation to this
time last year and their expectations for 2015.
The optimistic trend for the future of the
economy continues with employment versus this
time last year and projected for this time next
year, both up when compared to 2014 findings.
Over half of organisations employ more people
than this time last year (up 14% points from the
previous wave) and similarly 59% of companies
expect to employ more staff by the end of 2015,
up 12% points.
37%
Slightly
more people
28%
Same amount
of people
12%
Slightly
fewer people
6%
Significantly
fewer people
17%
Significantly
more people
This section of the survey focused on what could
and should be done to get the Irish economy
back on track.
Continuing positive views on future economic
performance...
The positivity witnessed by senior executives in
our 2013 and 2014 reports was also evident this
year, with continued growth in optimism and
positivity for 2015.
Prospects are expected to continue to rise in
2015, with 93% of respondents expressing a
more positive outlook on the Irish economy than
this time last year. There was an 11% point
increase in ‘much more positive’ increasing to
35%, although this is slightly off-set by an 8%
decrease in ‘more positive’. Only 4% believe that
the economic outlook will remain unchanged,
and just 3% see it worsening.
0% *
2015 Results
2014 Results
2013 Results
2012 Results
Much more
negative
2%
12%
18%
2%3%
16%
21%
8%
4%
60%
53%
66%
58%
9%
5%
24%
35%
4%
More
negative
Unchanged More
positive
Much more
positive
Prospects for the Irish Economy
Relative to 12 Months Ago
THE RESEARCH FINDINGS –
PART 1: EXECUTIVE EXPECTATIONS FOR IRELAND
Number of People Employed in
Your Organisation
Relative to Last Year
47%
Slightly
more people
27%
Same amount
of people
9%
Slightly
fewer
people
5%
Significantly
fewer people
12%
Significantly
more people
Relative to Next Year (Expected)
10. Significantly
Impacted
11%
Slightly
Impacted
41%
No Impact
at All
47%
8 MERC Partners - Executive Expectations 2015
Career prospects improved in 2014…
The vast majority (89%) believe that
employment prospects in Ireland improved
overall in the past 12 months with 3 in 10 (30%)
believing that they have improved significantly
and 6 in 10 (59%) seeing a slight improvement.
Only 1% believe that they have worsened and
1 in 10 believes them to be unchanged.Those in
Financial Services have seen the strongest
improvement (38% saying “Strongly improved”).
Emigration is still impacting half of Irish businesses…
Despite the continued optimism and positivity
for job prospects in Ireland, emigration continues
to have an impact on Irish companies, with over
half (52%) of respondents reporting that the
emigration of graduates and skilled workers has
impacted their company with 1 in 9 (11%)
reporting a significant impact. It is expected that
the level of emigration will stabilise with over half
(54%) of respondents expecting the level of
emigration to decrease over the next 3 years
and only 1 in 10 (11%) expecting the levels of
emigration to increase.
Impact of Emigration on
Organisations
Decrease Remain the same Increase
0%
2015 Results
2014 Results
20% 40% 60% 80% 100%
46%27% 27%
54% 35% 11%
Over Next 3 years, Will Emigration
Increase or Descrease?
Significantly worsened
Slightly worsened
Stayed the same
Slightly improved
Significantly improved
0%
1%
1%
2015 Results
2014 Results
20% 40% 60% 80% 100%
17% 10%65%6%
10% 59% 30%
Career Prospects for
the Year Ahead
11. 9MERC Partners - Executive Expectations 2015
Return to confidence and progress in the economy
during 2014…
For the majority, the rate of progress made in the
Irish economy over the past 12 months was
ahead of expectations (69%), up from 50% the
previous year. Only 5% felt that the level of
progress made was less than expected.
Underlying confidence continuing to shine
through…
Continued economic stability and growth has
led to a sustained feeling of confidence among
the majority of respondents (78%) who feel
that by this time next year their confidence in
Ireland’s economic future will have improved.
The remaining one in four respondents are
apprehensive in comparison and reluctant at
this stage to predict the economy will perform
stronger again this year.
Less than expected As expected Ahead of expectations
0% 20% 40% 60% 80% 100%
26%5% 69%
2015 Results
2014 Results
42%8% 50%
Irish emigrants are actively seeking work from
abroad….
Strong economic growth and national debt
reduction are positive indicators of the
continued improvement of the Irish economy.
Another measure of a successful recovery of the
Irish economy would be the return of the many
Irish graduates and skilled workers who left the
country to find opportunities in Europe and
further afield in the past number of years. In
addition to the aforementioned questions on
outward emigration of Irish graduates and
workers, respondents were also asked if they
have received any interest from the Irish living
abroad to return home for employment. Of
those who have visibility of applicants for job
vacancies, over half (55%) said that they were
aware of interest from Irish applicants living
overseas, up 17% points from the previous wave
of this research. Job vacancies in the Engineering/
Construction sector received the highest level of
attention from abroad with over 7 in 10 (71%)
receiving applications for employment. The
importance of job creation has been highlighted
by the Executive Expectations Report since 2012
and part of the solution could lie with creating
the channels for highly skilled workers to return
home to Ireland and take up jobs in Irish based
companies once more.
Was rate of progress in the economy
in 2014 in line with your expectations
at the start of 2014?
Disimproved Remained Unchanged Improved
0% 20% 40% 60% 80% 100%
18%5% 79%
2015 Results
2014 Results
2% 17% 81%
Over the course of 2015 your level
of confidence in Ireland’s
economic future will have...No Yes (Excluding “Don’t know”)
0%
2015 Results
2014 Results
20% 40% 60% 80% 100%
38%62%
55%45%
Has your organisation received
interest in job vacancies from
Irish living abroad?
12. 10 MERC Partners - Executive Expectations 2015
Journey of transformation continuing…
It would be detrimental for the EU
if the UK left the EU
If the UK left the EU, the overall impact
on Ireland would be negative
If the UK left the EU, it would have a
negative impact on my organisation
If the UK left the EU, Ireland’s
attractiveness as a place for multinationals
to invest would be increased
Disagree strongly
Disagree
Agree
Agree strongly
Disagree strongly
Disagree
Agree
Agree strongly
Disagree strongly
Disagree
Agree
Agree strongly
Disagree strongly
Disagree
Agree
Agree strongly
59%
30%
8% 3%
54%29%
12%
5%
17%
49%
28%
6%
14%
35%
30%
21%
Over 6 in 10 of respondents (62%, versus 52%
last year), are of the opinion that the Irish
economy is over half way through its
transformation journey. Once again this highlights
the positivity among Irish senior executives
towards Ireland’s economic progress and future.
UK membership of the EU seen to be
fundamental…
As one of Ireland’s primary export and import
partners, respondents understand the
importance of the continued relationship
between Ireland and the UK and the UK’s
membership within the EU. 9 in 10 (89%) feel
that it would be detrimental for the EU if the UK
left and 4 in 5 (83%) feel that there would be a
negative impact for Ireland. That said,
respondents are less likely to indicate that their
organisation would be negatively impacted (49%)
compared to the country as a whole.
What would be the Impact of the
UK Exiting the EU?
1%
3%
10%
6%
15%
24%
21%
15%
2%
0%
3%
1-10%
11-20%
21-30%
31-40%
41-50%
51-60%
61-70%
81-90%
71-80%
91-100%
Don’tknow
What % of our economic journey
has been completed?
13. Agree
Strongly
6%
Agree
30%
Disagree
39%
Strongly
disagree
25%
Do you believe it is likely that the UK
will leave the EU in the next 5 years?
More than one third of respondents (36%)
believe that it is likely that the UK will exit the
EU in the next 5 years. Half of respondents
(50%) felt that the small and medium size
business sector would experience the most
negative impact of a UK exit.While just 10%
indicated that multinational corporations located
here would be most negatively impacted.
11MERC Partners - Executive Expectations 2015
SMEs
50%
Indigenous
Corporations
21%
Multinational
Corporations
10%
Agricultural
Sector
19%
What sector of our economy
would be the worst impacted if
the UK left the EU?
14. 12 MERC Partners - Executive Expectations 2015
Ireland’s economic landscape is still competitive
relative to the rest of Europe…
The 12.5 % CorporationTax Rate appears to
continue keeping Ireland competitive relative to
other European countries with almost 9 in 10
(86%) indicating that Ireland is more competitive
than Europe in relation to the tax environment
for businesses. However, this is the only area in
which respondents indicate that Ireland is more
competitive than other European countries.
Ireland is considered to be on par in terms of
the ‘legal and regulatory environment’,‘labour’
and ‘professional advice and services’ but to be
considerably less competitive in terms of the ‘tax
environment for individuals’ (72% saying less
competitive),‘utilities’ (69%),‘infrastructure’ (57%)
and ‘property’(53%).
Less competitive than Europe
On par with Europe
More competitive than Europe
Much more competitive than Europe
Much less competitive than Europe
0% 20% 40% 60% 80% 100%
34% 52% 6% 5%2
5% 33% 37% 17% 9%
5% 32% 30% 27% 6%
1% 21% 43% 22% 13%
4% 16% 27% 39% 14%
1 11% 31% 46% 11%
1 7% 24% 46% 23%
16% 20% 44% 28%
Areas where Ireland was rated less competitive than Europe
Property (Mean 2.55)
Infrastructure (Mean 2.45)
Utilities (Mean 2.17)
Tax environment for individuals (Mean 2.09)
Tax environment for businesses (Mean 4.11)
Areas where Ireland was rated as more competitive than Europe
Areas where Ireland was rated on par with Europe
Legal and regulatory environment (Mean 3.97)
Labour (Mean 3.09)
Professional advice and services (Mean 2.77)
Ireland’s Competitiveness,
Relative to Europe
Little impact made by Budget 2014 Changes…
Over 3 in 4 (77%) felt that the tax changes made
in the October 2014 Budget ‘made no difference’
in attracting or retaining talent from overseas.
The primary rationale for indifference was that
the changes were too minimal/ insignificant in
conjunction with the higher rate of tax/narrow
tax bands, into which top executives fall.
Respondents were also asked if the recent
Budget 2014 tax changes would prevent Irish
talent from heading overseas for employment,
but once again there was a feeling that it ‘made
no difference’ (81%). As with retaining and
attracting talent, the changes were seen as too
minimal/ insufficient especially when the current
tax bands, USC and new charges (e.g. property
tax and water charges) are taken into
consideration.
15. 13MERC Partners - Executive Expectations 2015
Cost of living and the tax environment are viewed as
the biggest challenges for those moving to Ireland…
Respondents were asked to identify the biggest
challenges faced by those when moving to Ireland
for work from abroad. The most identified barrier
was ‘cost of living’ (67% total mentions), although
the ‘tax environment’ received the highest number
of first mentions (31% versus 28% first mentions
for ‘cost of living’). When questioned regarding
how Ireland was performing relative to other
locations on these various challenges, an
overwhelming majority (over 90%) felt that other
countries outperformed Ireland on the top five
measures. Ireland’s performance was only ahead
of other locations on three metrics: Social
Environment (79%), Physical Environment (65%)
and Primary & Secondary Level Education (53%).
Infrastructure
Education (primary/secondary)
Availability and cost of childcare
Social environment
7% 19%
7% 21%
Health system
3% 32%
House prices
14% 51%
Tax environment
Cost of living
31% 54%
4% 18%
2% 15%
1% 9%
1 5%
Entrepreneurial environment
Physical environment
Education (Third level)
3% 11%
28% 67%
Total mentionFirst mention We underperform We outperform
Cost of living
93% 7%
Tax environment
92% 8%
House prices
91% 9%
Health system
99% 1%
Infrastructure
98% 2%
Education (primary/secondary)
47% 53%
Availability and cost of childcare
97% 3%
Social environment
21% 79%
Entrepreneurial environment
71% 29%
Physical environment
35% 65%
Education (Third level)
60% 40%
Biggest Challenges when
Moving to Ireland
In your view, how does Ireland
perform relative to other
countries on these challenges?
16. 14 MERC Partners - Executive Expectations 2015
Respondents were then asked for their opinion
of what one thing the Government should do to
improve Ireland as a place to which to relocate
for work. While a wide variety of suggestions
were offered, the most frequent response
related to taxation (48%). In particular personal
taxation appears to deserve the most attention.
Other suggestions include housing (8%),
infrastructure and utilities (7%), Government
proactivity (4%), improvements to the health
system (4%) and stimulating job growth (4%).
Majority of respondents have worked abroad
during their career…
Two in three respondents (65%) have worked
abroad for more than a year at some stage
during their career, many of whom have worked
abroad in more than one country.Amongst
those who have worked abroad, the UK is the
most common (63%), followed by the Rest of
Europe and North America (38% apiece). Those
in theTechnology sector are most likely to have
spent at least a year or their working career in
another country (80%).
In addition to being the most popular working
destination, respondents also spent the longest
duration of their working career abroad in the
UK, with the average time employed there being
5.6 years, followed by the Australasia with 4.1
years spent there.
Part 1 Conclusions – National
Expectations 2015
• The findings of our 2015 Executive
Expectations survey are very positive from
a national perspective. Ireland’s business
leaders see and feel a tangible level of
economic progress – ahead of what they
anticipated this time last year.They are
optimistic about our future.That optimism
does not mean that there is not work to be
done. The survey highlights areas where
focus is required to address national
competitive challenges, including the
personal tax environment and the cost of
living.These efforts are particularly
important given the welcome level of
interest among Irish emigrants to contribute
to our economy and society.
• The key standout issue from this survey
from a national perspective is the prospect
of a “Brexit” – Britain leaving the European
Union.The vast majority of those surveyed
see such an eventuality as having significant
downsides for Ireland and for the EU. It is
certainly an issue that will come to the fore
of economic debate in the run up to the
proposed EU referendum in the United
Kingdom.
No
35%
Yes
65%
Have you worked outside of Ireland
for more than a year?
18. The second section of the survey focused on
expectations in relation to organisations over the
next twelve months.
While Ireland continues to recover from the
economic downturn, individual organisations are
already under pressure to address some of the
policies that were put in place during the
recession. Almost 3 in 5 companies (59%) have
been put under pressure by staff to address pay
freeze issues, while half (48%) feel that staff have
unrealistic remuneration expectations (up from
32% in 2014 Executive Expectations Study).
Encouragingly, only 1 in 5 (22%) have been
impacted by the loss of key staff due to
emigration and just under 1 in 5 (19%) have
been impacted by an unwillingness of colleagues
abroad to move to Ireland.
....Skills gap critical in key areas
‘When asked whether a lack of skills or loss of
skills in Ireland was hampering progress at an
organisational level, almost 2 in 5 (37%) reported
that progress is indeed being hampered. The
highest level of agreement is amongst those in
the technology; pharmaceutical/life science
sectors; and amongst those organisations
employing 10,000+ people. Those who thought
that there were skill gaps were then asked to
identify the skills that were most lacking. The
most frequently cited were IT skills and
leadership skills (42% apiece), followed by change
management skills, international business skills
and people management skills (26% apiece).
THE RESEARCH FINDINGS –
PART 2: EXECUTIVE EXPECTATIONS FOR ORGANISATIONS 2015
16 MERC Partners - Executive Expectations 2015
Not affected
Not relevant
Yes affected
Pressure to address pay freeze legacy issues from past 6 years
Unrealistic remuneration expectations among key staff
Difficulty in getting graduate recruits of the right calibre
Growing pains - insufficient internal resources in a growing economy
0% 20% 40% 60% 80% 100%
11%30%59%
5%47%48%
12%46%42%
15%45%40%
13%48%39%
10%65%25%
15%63%22%
27%54%19%
18%65%17%
Need to go abroad to find key skilled staff
Difficulty in getting staff to take additional responsibilities/promotion
Loss of key staff to emigration
Unwillingness of colleagues abroad to move to Ireland
Difficulty in recruiting because of impact on Social Welfare
Most Pertinent Issues Affecting
Businesses over the Past Year
Don’t
know
7%
Yes
37%
No
56%
Are lack of skills hampering progress
in your organisation?
42% 42%
26% 26% 26%
22%
18%
16% 16%
13%
4%
6%
Changemanagementskills
Leadershipskills
ITskills
Internationalbusinessskills
PeoplemanagementskillsEngineeringskills
Financeskills
Foreignlanguageskills
R&D
skills
MarketingskillsLifescienceskills
Other
What skill gaps are
hampering progress?
19. Staff morale levels gained positive momentum
during 2014…
‘Respondents were asked to rate the overall
morale of staff within their organisations
compared to the same time last year. Given the
positivity highlighted earlier in the report it is not
surprising that overall morale in organisations has
increased relative to the previous year. 2 in 3
(66%) respondents reported that there was an
increase in positivity (this was particularly high in
the retail sector) while less than 1 in 5 of
executives (17%) felt there was a drop in
morale.
Female representation at senior level below 30%
for small majority of companies…
In some sectors in the economy a minimum
target of 30% female representation at senior
levels in the organisation has been put in place.
2 in 5 (39%) report that this target has been met
or exceeded by their organisations.Although for
half of organisations (51%), the top level of the
organisation is populated by at least 70% males.
Companies in the Engineering/ Construction
Sector are the most likely to have in excess of
70% male representation.
17MERC Partners - Executive Expectations 2015
Don’t know
Not applicable
Less than 30% female representation at senior level
Approx 30% female representation at senior level
Greater than 30% female representation at senior level
0%
2%
20% 40% 60% 80% 100%
51% 25%14%8%
Female Representation
within Senior Ranks
More negative Unchanged More positive
0% 20% 40% 60% 80% 100%
66%18%17%
2015 Results
2014 Results
47%26%27%
Relative to this time last year, is
overall morale in your organisation...
Minority of companies have initiatives in place to
improve female representation…
Just 1 in 5 (20%) respondents work in an
organisation with specific initiatives in place
aiming to improve female representation at a
senior level. Professional Services Firms (31%)
and Pharmaceutical/ Life Sciences Firms (29%)
are more likely to have such a programme in
place.The incidence of such a programme also
increases significantly with company size (10% of
1-50 employees as against 38% of companies
with 10,000+ employees).
Of those companies with initiatives in place,
preferential female development/ recruitment is
the most popular programme (29%) followed by
a mentoring programme and diversity policy
(20% apiece).
20. 18 MERC Partners - Executive Expectations 2015
Part 2 Conclusions - Organisational
Expectations 2015
• Managing the competing aspirations of
different stakeholders in a changing
economic environment is always one of the
leadership challenges in organisations. Given
the uplift in the economy it is perhaps
unsurprising that employees are pushing for
increased remuneration. What is more
worrying from a national and growth
perspective is the continuing challenges in
the area of skills availability.There are
obvious gaps in management and leadership
skills, along with IT skills. Given that the basis
of much of our national recovery and
national differentiation is built around the IT
sector, the development of this skill set
requires continued national focus.
• The issue of gender representation at
senior levels of organisations is one that has
been the subject of international comment
and analysis. Just 2 in 5 organisations in
Ireland are meeting the international
benchmarks that are emerging, with an
absolute majority below that level. More
focus and debate is needed in this area.
Yes
20%
No
80%
0 10 20 30 40
Don’t know
Other
Networking events
Flexible working
Women’s leadership programme/group
Diversity policy
Mentoring programme
Preferential female development/recruitment
11%
11%
10%
10%
14%
20%
20%
29%
Initiatives that are in place
to improve female representation
at senior level
Does your organisation have
initiatives in place to improve female
representation at senior level?
22. 20 MERC Partners - Executive Expectations 2015
The final section of the survey focused on
respondents’ personal expectations for the year
ahead.
Positivity towards own career prospects continuing
to increase....
The optimistic trend continues to emerge in
terms of executives’ own career prospects in
the broad economic environment. 2 in 3 (66%)
believe that their career prospects have
improved over the past year, up from the
previous three years, with over 1 in 6 of
executives (16%) indicating they had improved
significantly.
The percentage indicating their prospects dis-
improved is down 5% points from the previous
wave of this research programme with just 1 in
10 (11%) indicating their prospects had
dis-improved (just 3% indicated a significant
disimprovement).These results are consistent
with the positivity and optimism seen in the
earlier sections of this report.
Respondents open to moving roles both internally
within their own organisation and externally....
As the Irish economy continues on its road to
recovery respondents were asked if they were
any more or less willing to change positions
either internally within their own organisations or
externally by moving to another organisation.
The question specifically asked about
respondents’ attitudes towards changing roles
compared to that of three years ago. Once
again the majority were more open to switching
roles, 53% in the case of internal roles (up slightly
from 51% last year) and an even higher
percentage (75%, up from 72%) indicated that
they are more open to a role change to a
different organisation when compared to three
years ago.
THE RESEARCH FINDINGS –
PART 3: PERSONAL EXPECTATIONS FOR EXECUTIVES 2015
During the last 12 months
my career prospects...
Disimproved
2012 Results
Unchanged Improved
2013 Results
2014 Results
2015 Results
29% 44%27%
22% 43%35%
15% 53%32%
11% 66%23%
0% 20% 40% 60% 80% 100%
Attitude to Changing Roles,
Internally and Externally
Significantly less open to switching roles
External Roles - Attitude to changing
Not changed my view on switching roles
Slightly more open to switching roles
Slightly less open to switching roles
Significantly more open to switching roles
54%21%18%2%4%
0% 20% 40% 60% 80% 100%
Internal Roles - Attitude to changing
28%25%41%4%2
23. Most executives believe that they will change roles
in the next 2 years…
Following up on the previous question relating to
switching roles, respondents were asked to
indicate when they were most likely to next
change roles. Continuing the trend seen in
previous years, three quarters (74%) expect to
change roles in the next 2 years, and over 9 in 10
(95%) expect to change roles in the next 5
years. Those in theTechnology Sector (91%) and
Consumer Goods and Services (85%) indicate
the highest likelihood to change roles in the next
two years, whereas those in Pharmaceutical/Life
Sciences are the least likely to switch roles (65%)
within this timeframe.
A strong willingness to serve as a Non-Executive
director on a State Agency Board…
When respondents were asked if they would be
willing to serve as a non-executive director on
the Board of a State Agency, over 3 in 4 (78%)
indicated “yes”, with 53% indicating that they
were very willing. Among those who would be
willing to serve on a State Board, there was a
higher favourability towards making a personal
application through www.stateboards.ie (76%)
rather than being directly appointed by
Government (64%).
21MERC Partners - Executive Expectations 2015
Most likely to change roles in next...
74%
Less than
2 years
21%
2-5 years
5%
5-10 years
1%
More than
10 years
Amongst the 22% unwilling to serve on a State
Board the primary barrier cited was a concern
about negative publicity surrounding the post
(61%), followed at a distance by concerns
regarding regulatory responsibilities (20%).
No
12%
Neutral
10%
Yes
78%
Willingness to serve as a
Non-Executive Director on a
Board of a State Agency
24. Part 3 Conclusions – Personal
Expectations for Executives 2015
• The continued progress in Ireland’s
economic fortunes continues to shine
through respondents’ expectations in
relation to their own career. Many expect
to change roles over the next few years,
and are particularly open to changing to a
different organisation.
• From a national perspective, the willingness
to serve on the Board of a State Agency
serves to highlight an untapped well of
talent that could be used to further
develop both the State sector and to boost
the interaction and understanding of the
public and private sectors.
22 MERC Partners - Executive Expectations 2015
26. 24 MERC Partners - Executive Expectations 2015
Once again, the findings of our annual Executive
Expectations Survey are realistic and optimistic.
Building on their experience of 2014,
respondents have highlighted the underlying
strength and momentum in the economy.They
remain very positive about our future.
Positivity and optimism should not be viewed as
complacency. Our survey has identified a number
of key domestic and international challenges that
Ireland needs to address over the next few years.
• The impact of the personal taxation regime
on Ireland’s ability to attract talent from
overseas, including attracting Irish people
working abroad to return home.
• The threat of skill shortages in technical,
management and leadership areas.
• At a national level, the challenge of the UK
potentially leaving the European Union is
causing much concern.The first real shots in
that debate will be fired in the forthcoming
general election in the UK which is scheduled
to take place before the summer.
When we commenced this research series in
2011, no one could really have imagined the
progress that Ireland has made in the intervening
years. That is very much reflected in our
research findings for 2015, and continuing on
that journey requires the ongoing focus and
dedication that has been demonstrated over
the last four to five years.
OVERALL CONCLUSIONS –
MERC PARTNERS, EXECUTIVE EXPECTATIONS REPORT 2015
Ruth Curran
Managing Partner
rcurran@merc.ie
direct: +353 1 206 6717
mobile: +353 87 286 8198
Kieran Duff
Partner
kduff@merc.ie
direct: +353 1 206 6716
mobile: +353 87 987 9082
John Glenny
Partner
jglenny@merc.ie
direct: +353 1 206 6713
mobile: +353 87 686 2166
Aoife Bradshaw
Director
abradshaw@merc.ie
direct: +353 1 206 6712
mobile: +353 86 737 8004
Jackie Gilmore
Director
jgilmore@merc.ie
direct: +353 1 206 6705
mobile: +353 86 929 7148
Barry O’Connor
Partner
boconnor@merc.ie
direct: +353 1 206 6714
mobile: +353 87 244 6373
27. MERC Partners is Ireland’s leading executive
search firm and has specialised for four decades
in the recruitment, assessment and development
of senior business leaders. Over the years, MERC
Partners has placed many key decision-makers in
positions of influence within some of Ireland’s
leading public, private, semi-state and not-for-
profit organisations. In addition to executive
search, MERC Partners' suite of client services
also includes advertised selection, leadership
consulting, interim management, executive
coaching and the recruitment of non-executive
directors.
MERC Partners is the Irish member firm of IIC
Partners, which is ranked among theTop 10
executive search groups in the world with offices
in 51 cities across 34 countries.
MERC Partners is one of the longest standing
members in Europe of AESC (The Association of
Executive Search Consultants), the worldwide
professional association for the industry.AESC
promotes the highest professional standards in
retained executive search and leadership
consultancy through its industry recognised
Code of Ethics and Professional Practice
Guidelines.
For further information, please visit www.merc.ie
and www.iicpartners.com
ABOUT MERC PARTNERS
