Pay and conditions

Most people who responded to our online salary survey got a pay rise in line with inflation last year. A significant 15% didn't receive one at all, though fortunately for miserly employers, this group was no more likely to be looking for a new job than the overall sample. Nearly half of those receiving a bonus - (500 out of 800 people) said it was linked to company profits, and third to their own performance. A quarter of respondents enjoyed final salary pension provision, though these were much less common among the under 35s - a sign that firms are continuing to phase them out across the industry.

A good salary makes all the difference

Of the 60 highest earning respondents with salaries over £65,000, only two were women, five were younger than 35, and perhaps unsurprisingly, as a group they appeared overwhelmingly motivated by money.

Unsurprisingly, salary was the most important incentive across the board, with 40% of the vote. Flexible working hours and promotion prospects follow as distant joint seconds at 18%.

For the under 35s, salary and promotion prospects were by far the most important incentives, but for their senior, more family oriented colleagues, working close to home and flexible hours became much more significant. By the time people reached their late 50s, these two aspects commanded nearly half of the vote, well above purely financial considerations.

Of the professions, main contractors appeared to be the most mercenary valuing salary far above other aspects of their jobs, and architects the least, valuing work/life balance and promotion almost as much as money.

The three most important items in a new salary package aside from salary were profit share or bonus arrangements, a company pension scheme and a car or a car allowance, though the priority these received varied across professions and ages. Civil engineers and building surveyors were less concerned about bonuses; project managers prized pensions while QSs didn't.

Pensions became understandably more important the older respondents were - only 10% of 16-24 year olds said they were an important part of a remuneration package, compared to 22% of over 55s.