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While Unemployment Continues to Rise, so Does Job Dissatisfaction
Adecco Labor Day Survey Finds Majority of Workers Dissatisfied with Compensation, Career Growth Opportunities & Retention Efforts
(September 3, 2009) Adecco Group North America's latest American Workplace Insights Survey indicates that only one-quarter of workers(1) are less likely to be looking for another job in today's tightening labor market. Why the rush out of their cubicles? According to survey findings, companies seeking to retain their employees when the recovery begins should start by addressing three key areas of dissatisfaction: compensation, career growth paths and retention efforts.
The survey, conducted on Adecco's behalf by Harris Interactive, showed that two-thirds (66%) of American workers are not currently satisfied with their compensation. Additionally, 78% of American workers are not satisfied with their company's overall retention efforts and 76% are not satisfied about future career growth opportunities at their company.
Other key findings of the survey included:
- Relationships are strained: Almost half (48%) of workers are not satisfied with the relationship they have with their boss and the majority (59%) of workers are not satisfied with the level of support they receive from their colleagues.
- Company vision and leadership is lacking: The majority of workers (77%) are not satisfied with the strategy and vision of the company and its leadership.
- Retirement contributions: 68% of workers are not satisfied with their company's contribution to their retirement plans.
"What workers are telling us is that even during a recession, just having a job does not equate to job satisfaction. Employers need to be conscious of the concerns their staff is managing through on a daily basis and proactively come up with the appropriate solutions to improve retention and reduce the current and future high cost of turnover."
Adecco Group North America offers the following tips for employers to reduce feelings of dissatisfaction among their staff.
Make retention efforts more visible: Behind the scenes, managers may be doing what they can to retain their employees, but staff won't feel valued if these efforts aren't visible to them. Retention efforts begin through mutual dialogue and building trust. Managers should engage their employees in the realities of the business challenges to foster employees' understanding of the market and competition.
Reward and provide reason: If increasing compensation due to the current economic climate is not possible, look to reward employees through an awards program or team contest. Improving morale just by recognizing good work can help ease compensation complaints. As the survey found, dollars and cents are not the only way to improve satisfaction so be sure your putting in the extra effort where extra investment is not available. In addition, employees benefit greatly by understanding the reasons behind lower compensation and how these short term adjustments will help them and the company in the long run.
Communicate growth path for employees: Managers should map out a growth plan for employees and communicate it to their teams. Employees will then understand that managers are invested in their future and they'll be more confident in investing their time and career with the organization.
Adecco Worldwide:
Adecco S.A. is a Global Fortune 500 company and the world leader in workforce solutions. The Adecco Group network connects over 700,000 associates with business clients each day through its network of over 33,000 employees and 6,600 offices in over 70 countries and territories around the world.
Registered in Switzerland, and managed by a multinational team with expertise in markets spanning the globe, the Adecco Group delivers an unparalleled range of flexible staffing and career resources to corporate clients and qualified associates.
Adecco Group North America:
Every day we provide our clients with the talent they need, and help solve the business challenges they face today - and will encounter tomorrow. Our clients rely on us for a wide range of workforce solutions including:
- Managed Services Programs (MSP)
- Recruitment Process Outsourcing (RPO)
- Contingent staffing for large enterprise organizations
- Specialty staffing for small to midsized organizations
- Permanent placement
- Career transition services
- Leadership development
Additional information is available at the company's website at www.adeccousa.com.
(1) For the purposes of this survey "workers" have been defined as U.S. adults ages 18+ who are employed full time and/or part time.
About Harris Interactive
Harris Interactive is a global leader in custom market research. With a long and rich history in multimodal research that is powered by our science and technology, we assist clients in achieving business results. Harris Interactive serves clients globally through our North American, European and Asian offices and a network of independent market research firms. For more information, please visit www.harrisinteractive.com. About the survey:
This survey was conducted online within the United States by Harris
Interactive on behalf of Adecco from August 25 to 27, 2009 among 2,106 adults ages 18 and older, of whom 1,117 are employed full time and/or part time. This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. For complete survey methodology, including weighting variables, please contact Anthony Guerrieri.
SOURCE: Adecco Group North America
Anthony Guerrieri, Director, Public Relations
Adecco Group North America
917-434-4296
anthony.guerrieri @ adeccona.com
Colleen Gildea
colleen@interbiznet.com
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