Tag Archives: procurement survey

Why Don’t You Trust Your Procurement Boss?

Ever feel like you’re being stabbed in the back by your procurement boss? You’re definitely not alone and we have the stats to prove it!

When Procurious put out a call for procurement survey participants, we were delighted when 500+ professionals across more than 50 countries shared their insights and wisdom.

Amongst our most startling discoveries was that over half of those surveyed don’t trust their boss to be proactive about their career progression. This result indicates that professionals need to seize control of their own career advancement, while managers need to be incentivised to support and progress their direct reports.

The Results Explained By Global CPOs

At The Big Ideas Summits in Chicago and Melbourne earlier this year we revealed the results of the survey to our CPO delegates.

We were particularly interested in their thoughts on what procurement managers should be doing in order to regain the trust of their team members. The video below shows a compilation of their responses:

What’s the root cause of these  trust issues?

Why is trust so terribly lacking between procurement professionals and their leaders?  A number of  key factors arose from our research:

Rate of Change – David Henchliffe, Group Manager Procurement OZ Minerals attributes the lack of trust to the astounding rate of change in today’s organisations, “What people seen as firm and certain today, is gone tomorrow. That constant change erodes trust. And it erodes peoples’ view of your genuine-ness.”

My boss doesn’t want me to leave – Many of us can relate to the experience of having an overly protective boss, a boss who is keener to hold on to their talent at all costs rather than priortise career development. Alan Paul, CEO Sourceit, takes his responsibility in this area very seriously, “As a manager I need to demonstrate to my staff that I’m not afraid of them leaving the organisation. I want to develop them I want them to improve themselves.” If employees feel like they are missing out on opportunities because of an unsupportive boss, it’s likely they’ll leave anyway!

My boss doesn’t engage or communicate with me – The value in talking and listening can never be underestimated.  Imelda Walsh, Recruitment Consultant, The Source believes that “fantastic leaders encourage honest and open conversation. If procurement managers can take that step, you’ll naturally build trust”

My boss isn’t helping my career development – If it appears that your boss doesn’t care about helping you to advance your career, of course you’re not going to trust them! Michelle Varble, Procurement Director, United Airlines, asserts that  “we need to take a geuine interest in [our employees] success- we need to take on the roll of mentor even if we havent recieved a specific invitation to be a mentor.”

My boss isn’t ethical – Employees will hold a leader in high regard who both demonstrates good ethics  and demonstrates that they genuinely care about good ethics. People want to work for companies that are not soley motivated by savings and profit, that aren’t covering up immoral behaviour and where they aren’t suspicious of the goings on at the top of the company.

A lack of ethical behaviour at the top sets a terrible example to the rest of the organisation and destroys trust.

What can procurement leaders do to regain trust?

Encourage development – Anna O’Dea, Director and Founder of Agency Iceberg, believes that “a  good employer should encourage the development of their employees. If your employer isn’t investing in your training or opportunities, you could be in a one-way relationship.”

Spend time with your talent – David Henchliffe advises leaders to regain trust by devoting more quality time with employees, “spend time with them, get to know them, admit your mistakes and praise them when they do well.”

Put clear career progression procedures in place – Implementing clear structures within an organisation reassures employees that their progress is being monitored and the value they contribute is recognised.  John Foody General Manager Procurement, U.S Steel explain how his organisation “We’ve put in place some tools that we call Career Ladders, that evaluates and gives feedback to our people. It provides them with feedback on their skills, their capabilities, areas to continue to work on. It gives them a sense of progress as they continue to move through our organisation.”

Take the fear away – Don’t let your employees worry about your lack of commitment to them. Reassure them that you  have their best interests at heart, and not your own!  Alan Paul asserts that “for a manager, a true leader, it’s about taking away the fear that your people are going to leave and trust that they’re going to stay. But also accept the fact that eventually they are going to move on.

How can you advance your career without the help of your untrustworthy boss?

As Procurious founder Tania Seary asserts, “It’s all too easy to find excuses for why your career is not panning out the way you intended. Soft targets for blame include your employer, your peers, your organisation or even your own personal life- challenges for blocking your charge to the top.

“We know there are some significant problems with procurement bosses around the world but…as I have always said, and will continue to say, the only common denominator in your career is YOU.”

So join that professional network, start updating your online CV, enroll on an eLearning course, listen to that podcast series you keep forgetting about  and start connecting with influential peers and thought leaders! The procurement world is your oyster…

How do I download the full Gen NEXT Report?

1. Sign up to Procurious (It’s FREE!)

2. Click on the banner at the top of the page, which looks like this:

3. Your copy of the report will automatically download

The Gen NEXT report, exclusively available to Procurious members, is packed with data, insights, recommendations, and links to over 20+ Procurious articles that further explore many of the findings that are raised in the report. Sign up to Procurious to access it in full. 

Are You One Of Procurement’s Gen NEXT?

Did you know that 50 per cent of procurement professionals don’t trust their bosses to help them win promotions? No wonder most of us are going online to proactively manage our own careers! Exclusive to Procurious members, the Procurement Gen NEXT report shares career-boosting insights from 500+ global professionals. Get your copy today.

Looking for the Procurement Gen NEXT report? Register for free or log in to Procurious, then click on the banner to download!

Evidence of a divide has emerged between procurement professionals who are proactively seizing control of their career management, and others who are waiting for a promotion or big break that may never come. At Procurious, we’ve labelled the proactive group “Procurement’s Gen NEXT”.

This is not a generation defined by year of birth. On the contrary, it’s defined by a positive attitude that can be found across every age group, from Baby Boomers to Gen Z. The members of Gen NEXT are using a whole range of levers to supercharge their careers. From developing vital mentoring relationships, to building social media profiles that have eclipsed the importance of CVs, to seamlessly leveraging their professional networks to find a new role, to crowd-sourcing a solution to a procurement challenge, the members of Gen NEXT are collaborative, proactive and ambitious.

When Procurious put out the call for participants, we were delighted when 500+ professionals across more than 50 countries shared their insights and wisdom through the survey. The result? Confirmation of the ever-growing need for members of the profession to proactively manage their own careers – online – as the profession hurtles towards Industry 4.0.

The Gen NEXT report is packed with data, insights, recommendations, and links to over 20+ Procurious articles that further explore many of the findings raised in the report.

Five ways Gen NEXT does it

  1. Make a long-term career plan, but keep it flexible

Over two-thirds of surveyed professionals are unclear about their long-term career plans. As many organisations move towards agile methodology, why not do the same with your career plan? This means being crystal-clear about your long-term goals and aspirations, but ensuring you have the flexibility to continually adjust and improve those career plans as you progress in short, culminative stages.

  1. Don’t wait for your boss to act in your best interests

The fact that over half of survey participants indicated that they don’t trust their bosses to help with their career progression demonstrates that waiting for a promotion is no longer a viable career strategy. Don’t be passive about your career advancement – seize control and take every opportunity to progress. Remember, the only common denominator in your career is YOU.

  1. Is your online profile up to scratch?

You may have the best-looking CV in the world, but if your online profile isn’t up to scratch, you won’t stand a chance of landing that job. Two-thirds of survey respondents regard their online profile to be equally important as their CV when job-seeking. It’s not only about deleting those embarrassing party photos from Facebook – candidates should ensure their professional profiles on sites such as LinkedIn and Procurious tick all the right boxes.

  1. Don’t neglect your professional network

Results show that professional networks are equally important as on-the-job performance when it comes to career advancement, confirming the adage that it’s not what you know, but who you know that will help you get ahead at the office. Alternately, if you happen to find yourself out of work, results show that your professional network is the number one pathway to finding your next role.

  1. If you’re a manager, it’s time to shift your thinking

Think you’ve built a procurement team that’ll be with you for the next five years? Think again. Managers can expect to see just under 40% of their procurement team leave the organisation within the next two years and 70% within the next five years. It’s time to throw away the retention plan and accept the reality that today’s workforce is increasingly mobile. But this doesn’t mean giving up on developing your team. If you’re known as a supportive manager who gives others the opportunity to go on to a stellar career, you’ll become a talent magnet in the profession.

And that’s not all…

The Procurement Gen NEXT report has insights into the biggest career hurdles faced by procurement professionals; trusted sources of career advice; the most common routes to finding a new role; connectivity within the profession; crowdsourcing solutions on social media; personal development and eLearning; online collaboration platforms; using communication tools to drive change; opinions on the value of professional memberships and certifications; and much more.

Get on board!

Download the report to discover how you can join Procurement’s Gen NEXT by seizing control of your own procurement destiny and charting a career course to the top. You’ll discover how to:

  • overcome career hurdles and take advantage of career springboards
  • tap into the power of your professional network to supercharge your career
  • reap the benefits of being truly connected with peers inside and outside your organisation
  • solve any challenge through the power of crowd-sourced solutions.

How do I get hold of the report?

Did we mention that this report is for Procurious members only? But don’t worry, signing up is quick, easy and FREE.

  1. Simply register or log in to your Procurious account.
  2. Click on the banner, which looks like this:

3. Your download will begin automatically.

Procurious will share insights from this report at GovProcure 2017 in Sydney on 6th December. Click here to learn more and download an event brochure.

Five Surprises From ISM’s 2017 Salary Survey

A double-digit increase in salaries over four years, a continuing gender pay gap and similarity in salaries across generations are just some of the insights to be found in ISM’s foremost annual research initiative, the Salary Survey.

To create the ISM Annual Salary Survey report, for the past 12 years Institute for Supply Management has asked its members thoughtful questions regarding their salaries, benefits, current employment and what they’re looking for in future employers. This report’s purpose is simple: to empower the professionals we serve, through the provision of insightful, actionable information. We believe this information is so important for individual professionals (and therefore the profession) that we take the time to carefully compile thousands of responses from around the United States. The information gathered is then diligently reported back, every May, in an article in Inside Supply Management and in a detailed report available on ISM’s website.

  1. Strong momentum for salaries

This year, the Salary Survey found that in 2016, salaries continued to grow strongly compared to the previous year. This may be due in part to a strong job market, continuing the forward momentum from 2015 into 2016 with the average compensation for responding professionals being $115,440, an increase of 5% compared to 2015 ($109,961). In 2015, there was a 7.9% increase. In the longer term, salaries for procurement and supply management practitioners increased 14% from 2013 to 2016, as released in the 2014 to 2017 ISM® Salary Survey reports.

  1. Widening gender gap

More saliently, the average salary reported by procurement/supply managers was $109,401 in 2016 — and when broken down by gender, male managers reported earning an average salary of $114,207 while female managers reported an average salary of $97,948. While overall salaries have increased over the years, in 2016 men earned an average of 31% more than women, a substantial increase from the 24% reported in 2015.

  1. Professional certifications pay off

The survey further found that those who invested in professional certifications made more in 2016 than practitioners who did not. Respondents who have a professional certification reported that their average salary was $121,523, whereas those who indicated they did not reported an average salary of $108,141.

  1. Generational differences and similarities

Professionals can also start to see year-over-year trends in the detailed report and use information from the inaugural Generational Report, which was released this month. The Generational Report looks at information collected from Salary Survey reports over the years, and follows baby boomers, Generation Xers, and millennials as they move through the profession, reporting salary and other changes. For example, while millennials are a distant third on the generational salary scale (an average of $93,555), Generation Xers aren’t far behind baby boomers ($121,512 and $122,880, respectively).

  1. Considering changing careers?

The Salary Survey report has a specific section dedicated to individuals who are thinking of changing careers or are considering getting a professional certification. In 2016, nearly half of respondents indicated that they transferred into procurement/supply management from another career or vocation, and reported that the change resulted in an average salary of $118,140, 2.3% more than the overall average reported for 2016. Director, manager and experienced practitioner respondents from another field earned 4.7% more, 6.6% more and 7.5% more, respectively, compared to peers who have always worked in supply management.

In just this article’s small recap of Salary Survey findings, practitioners can easily start to identify where they fall among their peers. Information is collected on salary not only by position, but years of experience, education, geographic region, industry and many other categories.

Information like this gives power and perspective to the professionals consuming it, and helps them map out their future. Confidence and knowledge work symbiotically, and in this case, it’s easy to have confidence when possessing facts to back your decisions — whether changing positions and/or careers, negotiating for increased benefits or motivating a professional to pursue a certification. The information ISM provides helps empower procurement and supply management professionals. It’s what we do best.

The ISM’s Twelfth Annual Salary Survey detailed report can be accessed here or you can access Inside Supply Management magazine here.

Want to win a XK-X300 Quadcopter Drone? Take our survey!

With world-class talent and unlimited potential, a career in procurement can be brilliant … but you’ll need a plan to make it happen. That’s why we’ve launched our “My (Brilliant) Procurement Career” survey to understand how YOU will manage your own career into the future. 

Ten minutes is all it will take to put yourself in the running to win this quadcopter!

We need your input to discover:

  • In what ways are our peers across the globe seizing control of their own career management?
  • Do procurement professionals expect the profession to thrive, or to disappear by 2030?
  • Is crowdsourcing answers on social media an effective way to get the solution you need?
  • Do individuals in procurement feel isolated, or well-connected with the wider profession?

We’ve kept the survey to under 10 minutes – we know you’re busy!

Want to know more about the quadcopter? Check out this video review:

Cool, right? But you’ve got to be in it to win it! My Online Career is only open until Friday 8th September. You’ll also receive a copy of the report summarising the findings of the survey.

CLICK HERE to take the survey now!

Procurement Pay Gap Shock

The gender pay gap in procurement and supply management has INCREASED, according to US and UK survey results released this week. Have you sponsored your own internal gender salary gap analysis?

Ever considered how procurement salaries measure up with the rest of the working world?

Are you suspicious that your  procurement colleagues might be getting a better deal than you?

If you’re a woman working within procurement and supply chain, have you ever wondered how glaring the pay gap is within your industry or organisation?

This week, ISM’s Twelfth Annual Salary Survey in the US and the CIPS/Hays Salary Survey in the UK have shed some light on all of the above. Whilst there’s clearly still a very long way to go in terms of the  gender pay gap (predicted to take another 170 years to close), things are otherwise looking pretty comfortable for the procurement and supply chain profession….

ISM Salary Survey Results

Now would be a great time to convince your boss you deserve that pay rise, because the Institute for Supply Management’s (ISM) Twelfth Annual Salary Survey has been released. The results are based on data from 3808 supply management professionals who were surveyed throughout February and March 2017 to determine these average salaries:

Average Salary: $115,440

Median Salary: $90,000

Average for Men: $126, 710

Average for Women $96,990

In the US, a person working in professional, management or related occupations earns an average of $63,076 annually, which means these results are pretty good news for the supply management profession.

The figures show a 5 per cent increase in average compensation since 2015. Men’s salaries have risen by 8.2 per cent and women’s by 3 per cent.

The super bad news is that procurement appears to be taking a step backwards with regards to equal pay. In 2015 women earned 24 per cent less than men, compared with 31 per cent this year.

Download a summary of the report here.

UK Pay Gaps Revealed

It’s not just ISM’s figures proving to be disappointing in terms of gender equality.

As of last month, UK organisations employing more than 250 people are obliged to publish their gender pay gap figures.

Virgin Money disclosed that men who work at the bank earn, on average, 36 per cent more than women, asset manager, Schroders, reported a  31 per cent gap and Utility SSE a 24 per cent gap.

Some are against the new legislation arguing that the numbers don’t give a full picture and place all the blame in the hands of the employers. Others are in favour of the full disclosure and think it will spur organisations and governments to crack down harder on gender inequality.

McKinsey’s Global Institute report found that $12 trillion could be added to the Global GDP by 2025 by advancing women’s equality, which is as good a reason as any to close the gap, pronto!

UK Procurement Salaries Outstrip Average

The CIPS/Hays Salary Guide and Insights 2017 has surveyed over 4,000 procurement employers and employees to learn everything from key trends in salaries to challenges faced by employers and the top benefits desired by procurement professionals at all levels of seniority.

Whilst the average annual UK pay increase is 2.2 per cent, procurement professionals in the UK are receiving an average of 5.3 per cent more! Jacki Buist, writing on Supply Management, believes the results show a “continuing enthusiasm for the profession in all regions.”

Unpredictably,  the cause for concern falls once again in the region of gender disparity. Overall, the pay gap is reducing but at the advanced professional level, men receive an average  of £82,000, compared with a woman’s £65,700.

Registrations are open for the CIPS/Hays Procurement Salary Guide and Insights 2017 Webinar, which takes place on Thursday, 11 May 2017 13:00 GMT.

Are you surprised by the figures released in these two surveys? How do you think the UK’s new legalisation will impact the fight for equal pay? Let us know in the comments below.

In other  news this week….

Google Customers Subject to Phishing Attack

  • Google customers have been targeted with a scam that gave hackers access to the contents of emails, contact lists and online documents of victims
  • On opening a given link, Google’s login and permissions page asked users to grant the fake Docs app the ability to “read, send, delete and manage your email”
  • Google has now shut down the attack but have asked customers who received such an email to flag it to them.
  • Victims have been advised to change the passwords to their online accounts

Read more on The Telegraph

Amazon to Expand in the UK

  • Amazon is adding 400 staff to a new research and development centre focused on machine learning, in a move that reinforces the retail group’s long-term investment in the UK
  • The lab will develop  the voice-activated Echo speaker and Prime Air drones
  • By the end of this year, Amazon plans to add another 5,000 British employees to its payroll, open a new 600,000 sq ft headquarters in central London, and operate three new fulfilment centres around the country

Read more on the Financial Times

The future of Blockchain

  • Put simply,  blockchains take out the middle man (banks) and make the transfer of funds more streamlined and safe
  • The United Nations (UN) used one particular blockchain, Ethereum, to distribute funds from the World Food Program (WFP) in a pilot program earlier this year. The experiment successfully, distributed aid to 100 people in Pakistan
  • The system will now be used in Jordan to distribute funds to more than 10,000 people. It’s expected to help support 500,000 recipients by 2018

Read more on Futurism