SEEK INTELLIGENCE 2006 EMPLOYEE SATISFACTION & MOTIVATION
SEEK INTELLIGENCE 2006EMPLOYEE SATISFACTION
& MOTIVATION
2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
SEEK INTELLIGENCE: 2006 SURVEY OF EMPLOYEE SATISFACTION AND MOTIVATION IN AUSTRALIA Have you ever wondered what Australian employees really think of their managers? Ever wondered what makes them leave their current job? In a tight employment market, it is more important than ever to know what really makes employees tick.
The fourth SEEK Intelligence ‘Survey of Employee Satisfaction and Motivation in Australia’ has collected responses from over 8700 employed participants about how they view their work.
This year’s survey included questions relating to work-life balance and the priority work takes in employees lives. Questions relating to loyalty and the key reasons why people would leave their current job have also been included to determine if any emerging patterns are occurring. Employees were also asked to rate their own ability and whether or not they felt they could do a better job than their immediate boss.
For the first time employees appear to be generally happier and more secure in their jobs this year. However organisations can not ignore that employees remain concerned that their immediate managers are “all talk no action” and that the quality of overall management continues to be the “most hated” aspect of a job in the Australian workplace.
The survey responses were collected from a broad online audience of employed people, of which 63% are looking for a new full-time job and the remaining looking for part time work/contract work.
In order to attract and retain the best quality candidates, organisations must take measures to ensure employee confidence and commitment to management is respected, especially given this is the key reason employees leave their current job.
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
2006 SURVEY OF EMPLOYEE SATISFACTION AND MOTIVATION IN AUSTRALIATAbLE OF CONTENTS
01. ThE TOP 10 INSIGhTS 03
02. EMPLOYMENT IN AUSTRALIA – SECURITY AND hAPPINESS 05
03. AUSTRALIAN ORGANISATIONAL AND MANAGEMENT CULTURE 09
04. SATISFACTION AND MOTIVATION – LOVE AND hATE 11
05. EMPLOYEE LOVES/hATES - bY INDUSTRY 13
06. GREENER GRASS? CANDIDATE jOb hUNTING CONFIDENCE 16
07. VALUED MANAGEMENT QUALITIES 20
08. WhAT ATTRACTS CANDIDATES? 21
09. RESPONDENT PROFILE 23
10. AbOUT ThE SURVEY 25
11. APPENDIX 26
Appendix 1: Chart of job security - by industry 26
Appendix 2: Chart of happiness/unhappiness - by industry 27
Appendix 3: Table of what employees love about their job - by age 27
Appendix 4: Table of what employees hate about their job - by age 28
Appendix 5: Chart of importance of factors when looking for a new job - by age 28
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
01. ThE TOP 10 INSIGhTS 1. The“mosthappy”employeesworkin: Community/Sport 51% Science & Technology 49% HR & Recruitment 48% Consulting & Corporate Strategy 44% Construction 43%
2. The“mostunhappy”employeesworkin: Engineering 46% Manufacturing/Operations 45% Banking & Finance 43% Retail/Consumer Products 42% Sales/Marketing 40%
3. OrganisationalCulture:
Over half of employees who completed the survey, (54%) think companies do not reward individual achievement. In order to retain quality employees in a tight labour market, companies need to address this issue if they are to retain the best employees.
4. Whatemployees“love”abouttheirjob: People I work with 58% Hours of work 40% Variety and content of work 33%
5. Whatemployees“hate”abouttheirjob: Quality of overall management 44% Career development 39% Feedback appreciation 39%
6. ManagementCulture:
Employees think their immediate Managers are “more talk, less action”. Immediate Managers score poorest on following their words up with actions. Generally management score poorly on leadership and their ability to provide regular feedback.
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
7.Themostimportantfactorswhenlookingforajob:
Quality of management
Salary
Job security
49%
44%
43%
8.Factorsthatmattermostinjobadverts:
Job description
Salary
Experience and skill requirement
86%
80%
78%
9.Employees are significantly happier this year. Happiness across the Australian workforce has increased to 37% in 2006 (up from 21% in 2005). 37% of employees are unhappy (down from 56% in 2005).
10.Overall Job security has increased to 26% (up from 18% in 2005) pointing to the shift in power to the “worker”.
Employment is a two way street, when you see your employer acknowledge this it gives you the drive to want to grow their business with them and stay for the long haul. My employer treats me like his partner, it makes me work for him like I am his partner. Survey Respondent
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
02. EMPLOYMENT IN AUSTRALIA – SECURITY AND hAPPINESSSATISFACTION – jOb SECURITY
Job security has increased significantly over the last twelve months. There has been a shift away from feeling the same level of security year on year and a move towards greater security. 44% of employees now feel about the same in terms of job security (down from 52% in 2005) and the reverse has occurred in terms of employees who now feel more secure. 26% of employees now describe themselves as more secure in 2006 (up from 18% in 2005).
EMPLOYERS FEEL MORE SECURE IN 2006
Jobsecuritytoday,comparedto12monthsago
2004 2005 2006
Less secure
About the same
More secure
23%
56%
21%
30%
52%
18%
31%
44%
26%
ACT EMPLOYEES FEEL ThE MOST SECURE
Jobsecuritybyregion
LessSecure Aboutthesame Moresecure
ACT - Canberra
NSW - Sydney
NSW - regional
NT - Darwin
NT - regional
QLD - Brisbane
QLD - regional
SA - Adelaide
TAS - Hobart
TAS - regional
VIC - Melbourne
VIC - regional
WA - Perth
WA - regional
34%
30%
32%
20%
17%
30%
32%
32%
44%
29%
32%
34%
26%
25%
36%
45%
43%
60%
56%
43%
43%
45%
30%
42%
43%
41%
46%
52%
30%
26%
25%
20%
28%
27%
25%
23%
26%
29%
25%
25%
28%
23%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
The research shows that job security differs significantly between metropolitan and regional areas. For the second consecutive year, in 2006 employees from the ACT feel the most secure in their job, while employees in the TAS - Hobart feel the least secure. Interestingly there are significant differences in security in those that live in the metropolitan areas as opposed to regional areas especially in WA and the Northern Territory.
SATISFACTION – hAPPINESS
A hAPPIER WORKFORCE ThIS YEAR
A positive comment from an employer is very effective and costs nothing. Survey Respondent
Happinessinthecurrentjob
2004 2005 2006
Very unhappy
Unhappy
Neutral
Happy
Very Happy
14%
31%
26%
23%
6%
21%
35%
24%
16%
5%
12%
25%
25%
27%
10%
37% OF RESPONDENTS ARE bOTh hAPPY AND UNhAPPY IN ThEIR CURRENT jOb!
A more optimistic picture is emerging in 2006. In stark contrast to 2005; employees appear to be significantly happier in 2006. While a similar proportion are neutral 25% (down from 24% in 2005), over 37% of respondents consider themselves to be happy (up from 21% in 2005). There has been a significant drop in employees who consider themselves to be unhappy from 56% in 2005 to 37% in 2006.
Happinessinthecurrentjob-byjobsecurity
Lesssecure Aboutthesame Moresecure
Unhappy
Natural
Happy
45%
31%
17%
42%
49%
37%
13%
20%
46%
ThE hAPPIEST INDUSTRY? COMMUNITY AND SPORT ThE hAPPIEST INDUSTRY…
Happiness varies according to industry. In 2006 the happiest employees are those that work in Community and Sport, while those in Engineering are the most unhappy.
Happy–top5 Unhappy–top5
Community and Sport
Science and Technology
HR and Recruitment
Consulting and Corporate Strategy
Construction
51%
49%
48%
44%
43%
Engineering
Manufacturing /Operations
Banking and Finance
Retail/Consumer Products
Sales/Marketing
46%
45%
43%
42%
40%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
TENURE
Happinessinthecurrentjob-bylengthofemployment
Again in 2006, the survey shows that happiness in the job is linked to the length of time an employee has worked for an employer. Employees who have worked for an employer for less than 1 year appear to be the happiest. Happiness declines when an employee works for an organisation between 1 and 10 years and slightly increases after 11 years and over of service.
Happinessinthecurrentjob–bysalary
MONEY CAN’T bUY hAPPINESS
The amount of money employees earn does not correlate to job happiness; in fact the opposite picture seems to be emerging from this year’s survey. The happiest employees are those in the lower income bracket earning less than $15,000 and it appears that those earning $150,000 or more seem to be the least happy. Employees in the salary brackets $15,000 - $29,999 and $50,000- $69,999 appear to be the second happiest, where remuneration is not directly linked to major levels of responsibility.
Employers should understand that one size does not fit all and that we are not all motivated by salary alone. Survey Respondent
lessthan$15,000
$15,000-$29,999
$30,000-$49,999
$50,000-$69,999
$70,000-$124,999
$125,000-$149,999
Morethan$150,000
Unhappy
Neutral
Happy
28%
29%
43%
38%
23%
39%
38%
27%
36%
37%
24%
39%
42%
23%
35%
41%
21%
38%
38%
30%
32%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
ThE YOUNG AND MORE MATURE AGE EMPLOYEES ARE ThE hAPPIEST
Employees under the age of 25 appear to be the most happy in their jobs. Those employees aged between 25-30 are equally happy and unhappy. However unhappiness outweighs happiness between the ages 31- 54, where employees are in the middle of their career lifecycle. Mature age workers approaching the later end of their career experience increased happiness.
Happinessinthecurrentjob-byage
HappinessinthecurrentjobacrossAustralia
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
03. ThE GREAT AUSTRALIAN WORKPLACEORGANISATIONAL CULTURE
“CULTURE MATTERS”
The 2006 survey shows that companies again perform poorly in some critical areas of organisational culture at a time of low unemployment.
Companies scored highest on employing a range of people from cultural backgrounds and similar to 2005, embracing change and innovation. In 2006 companies continue to score lowest in rewarding individual achievement. Employees also rate companies lowest on encouraging flexible working environments. Over half, 54% of employees do not feel that their company did not reward individual achievement (down from 66% in 2005), and 54% feel that their company does not encourage flexible working arrangements (up from 49% in 2005).
I crave for an inclusive culture, open, free thinking and innovative. Survey Respondent
Levelofagreementordisagreementwithstatementsaboutorganisationalculture
Stronglydisagree
Somewhatdisagree
Somewhatagree
Stronglyagree
Totalagree
My company embraces change and innovation
15% 24% 43% 17% 60%
My company encourages flexible working arrangements
28% 27% 33% 13% 46%
My company strives to provide a good working environment
15% 24% 40% 21% 61%
My company encourages employee development and training
18% 24% 37% 21% 58%
My company displays values I share
18% 28% 39% 15% 54%
My company rewards individual achievement
28% 27% 33% 13% 46%
My company employs a range of people from different cultural backgrounds*
7% 12% 38% 43% 81%
My company promotes based on merit rather than tenure (length of employment)*
19% 25% 41% 16% 57%
Overall average 19% 24% 38% 20% 59%
*First time Question 2006
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
Employees are generally happier with their jobs in 2006 in comparison to 2005, with 37% feeling happy, 37% feeling unhappy and 25% neutral. In light of this, unsurprisingly there has been an increase in happiness for those that strongly agreed with the statements about organisational culture. Of those employees that strongly agreed with organisational statements 64% were happy (up from 54% in 2005) and only 18% were unhappy (down from 25% in 2005).
In stark contrast to this, there has been a decline in unhappiness for those employees that strongly disagreed with the statements about organisational culture. 69% of those employees were unhappy down from 80% in 2005 and 11% were happy (up from 6% in 2005).
Thefollowingtableshowsfindingsforeachoftheorganisationalculturestatementsbyhappinessincurrentjob
Employeesthatstronglyagreewiththestatements
Employeesthatstronglydisagreewiththestatements
Happy in current job
Unhappy in current job
Happy in current job
Unhappy in current job
My company displays values I share
76% 13% 7% 76%
My company strives to provide a good working environment
73% 12% 7% 76%
My company rewards individual achievement
71% 15% 13% 64%
My company encourages employee development and training
67% 17% 9% 71%
My company embraces change and innovation
66% 18% 10% 71%
My company encourages flexible working arrangements
64% 17% 13% 67%
My company promotes based on merit rather than tenure (length of employment)
47% 22% 12% 65%
My company employs a range of people from different cultural backgrounds
45% 31% 18% 59%
Overall average 64% 18% 11% 69%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
04. SATISFACTION AND MOTIVATION – LOVE & hATE WhAT EMPLOYEES LOVE AbOUT ThEIR jOb
EMPLOYEES LOVE ThEIR COLLEAGUES, hATE ThEIR MANAGEMENT
Whatpeopleloveabouttheircurrentjob
For the third consecutive year, employees rate the people they work with as the most loved aspect of their current job across all age groups. Hours of work follows a close second across all the groups except for mature age employees 55+ who rate workplace environment as the # 2 aspect they love about their job.
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
WhAT EMPLOYEES hATE AbOUT ThEIR jOb
Whatpeoplehateabouttheircurrentjob
For the fourth consecutive year, the quality of overall management is again the aspect of their job that employees across Australia hate the most. Although the top 5 factors employees hate about their job remain the same, the ranking has shifted.
The survey highlights the importance of People I work with which continues to be the least hated and most loved aspect of employees jobs. Career development moves from 4th position in the 2005 survey to the second most hated aspect of a job and feedback and appreciation drops from 2nd to third position. Are employees in a tight market getting more demanding? From an individual Industry perspective, given the varied nature of each industry some key differences in terms of love and hate aspects.
There are some key differences between the industries in terms of what people love and hate, and these are shown in the table overleaf.
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
05. EMPLOYEE LOVE/hATES – bY INDUSTRY ThE MAjORITY OF INDUSTRIES EMPLOYEES LOVE ThE PEOPLE ThEY WORK WITh AND hATE ThE QUALITY OF OVERALL MANAGEMENT
Thetopfactorsthatpeopleloveandhateintheirjobbyindustry
Love Hate
Accounting
People I work with
Hours of work
Benefits/conditions
51%
41%
36%
Career development
Quality of overall management
Salary
39%
37% 36%
Administration
People I work with
Hours of work
Benefits/conditions
59%
46%
34%
Quality of management
Salary
Career development
42%
41%
39%
Advertising/Media/Entertainment
People I work with
Variety and content of work
Hours of work
59%
41%
34%
Stress level
Quality of overall management
Salary
44%
41%
40%
Banking&FinancialServices
People I work with
Hours of work
Benefits/conditions
55%
39%
38%
Stress level
Quality of overall management
Salary
41%
41%
40%
CallCentre/CustomerServices
People I work with
Variety and content of work
Hours of work
66%
41%
35%
Quality of management
Career development
Stress level
43%
42%
42%
Community&Sport
People I work with
Workplace environment
Variety and content of work
63%
48%
46%
Quality of management
Career development
Feedback/appreciation
42%
40%
36%
Construction
People I work with
Variety and content of work
Hours of work
52%
42%
39%
Quality of management
Career development
Hours of work
40%
40%
40%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
Love Hate
Consulting&Corp.Strategy
Variety and content of work
People I work with
Hours of work
56%
50%
33%
Quality of management
Salary
Job security
34%
30%
30%
Education&Training
People I work with
Hours of work
Variety and content of work
62%
49%
41%
Quality of management
Stress level
Feedback/appreciation
43%
40%
39%
Engineering
People I work with
Variety and content of work
Hours of work
46%
37%
34%
Quality of management
Career development
Feedback/appreciation
45%
40%
39%
Government/Defence
Hours of work
Benefits/conditions
People I work with
57%
54%
51%
Feedback/appreciation
Quality of management
Stress level
49%
49%
47%
Healthcare&Medical
People I work with
Hours of work
Variety and content of work
63%
39%
35%
Stress level
Quality of management
Feedback appreciation
48%
46%
39%
HR&Recruitment
People I work with
Variety and content of work
Workplace environment
68%
40%
35%
Stress level
Quality of management
Feedback appreciation
40%
39%
36%
Insurance&Superannuation
People I work with
Variety and content of work
Benefits/conditions
55%
35%
35%
Stress level
Quality of management
Feedback appreciation
36%
34%
32%
IT/Technical
People I work with
Hours of work
Benefits/conditions
56%
38%
35%
Quality of management
Career development
Stress level
48%
47%
38%
Legal
People I work with
Hours of work
Benefits and conditions
51%
43%
35%
Quality of management
Feedback/appreciation
Salary
49%
49%
49%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
Love Hate
Manufacturing/Operations
People I work with
Hours of work
Variety and content of work
52%
40%
44%
Quality of management
Feedback/appreciation
Career development
50%
46%
45%
Mining,Oil&Gas
Salary
People I work with
Variety and content of work
48%
45%
44%
Quality of management
Feedback/appreciation
Stress level
48%
39%
34%
PrimaryIndustry
People I work with
Variety and content of work
Hours of work
67%
37%
33%
Stress level
Salary
Quality of management
48%
35%
35%
RealEstate&Property
People I work with
Hours of work
Variety and content of work
55%
46%
41%
Quality of management
Salary
Feedback/appreciation
59%
39%
39%
Retail/ConsumerProducts
People I work with
Hours of work
Workplace environment
65%
37%
30%
Hours of work
Quality of overall management
Feedback and appreciation
45%
44%
42%
Sales/Marketing
People I work with
Hours of work
Variety and content of work
54%
37%
33%
Quality of management
Feedback/appreciation
Stress level
46%
43%
43%
Science&Technology
People I work with
Variety and content of work
Benefits/conditions
56%
51%
47%
Quality of management
Career development
Feedback/appreciation
51%
45%
40%
Trades/PersonalServices
People I work with
Hours of work
Variety and content of work
53%
39%
33%
Salary
Quality of management
Stress level
52%
44%
41%
Transport/Logistics
People I work with
Hours of work
Variety and content of work
51%
38%
32%
Quality of management
Feedback/appreciation
Career development
50%
45%
43%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
06. GREENER GRASS? CANDIDATE jOb hUNTING CONFIDENCEEMPLOYEES ThINK IT WILL TAKE LESS TIME TO FIND A jOb IN 2006
Unchanged from 2005, employees continue to rate the quality of overall management as the most important factor when job hunting. Employees want to work for organisations where quality of overall management is something they respect, yet in their current job it continues to be the # 1 most hated aspect. The reality of their jobs is quite the opposite of the ideal they aspire for.
In addition to the above, 33% of employees think it will take less time to find a job in 2006 (up from 22% in 2005). This could potentially mean a mobile workforce who believe it will not take them long to find their next job.
Timetakentofindajob
2004 2005 2006
Take more time
About the same
Take less time
30%
46%
24%
32%
46%
22%
31%
38%
33%
hOW FREQUENTLY EMPLOYEES LOOK ThROUGh jOb VACANCIES
Ahighproportion,89%ofrespondentsarelookingthroughjobvacanciesonaregularbasis.
In 2006, 68% of employees who completed the survey are looking through job vacancies on a daily or weekly basis. 21% are looking less frequently between less than once a week and every few months. Only 11% of employees who completed the survey are not looking for a new job.
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
I would like a real opportunity to find work - life balance and setting goals that are aligned with my personal interests as well as the companies. Survey Respondent
Loyaltytoyourcurrentemployer
Unsurprisingly, given that career development is one of the key factors employees look for in a job, it is also one of the key motivators to move employer. 18% of employees would move for a better salary and equally 18% would be reluctant to move from their employer. Work – life balance comes into the equation for 17% of employees and less than 10% of employees consider they would move employer at the drop of a hat. Only 6% of employees consider themselves to be happy with their current employer and would not dream of moving, perhaps proving once again how mobile employees are.
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
FACTORS IMPORTANT TO jObSEEKERS
QUALITY OF MANAGEMENT REMAINS PARAMOUNT
I’m most motivated when I am gaining experience in areas where I require development. An employer who walks the “career development“ talk and actively creates/supports opportunities is ideal. Survey Respondent
Factorsthatareextremelyimportanttojobseekerswhenlookingforajob
Extremelyimportant
1
4
2
3
5
6
8
9
10
12
11
7
13
Quality of management
Salary
Job security
Career development
People I work with
Variety and content of work
Benefits/conditions
Workplace environment
Hours of work
Access to training or skills development
Company direction and goals
Company reputation
Low stress
49%
44%
43%
42%
38%
38%
38%
36%
35%
30%
29%
28%
25%
IMPORTANT FACTORS bY INDUSTRY
QUALITY OF MANAGEMENT, SALARY AND CAREER DEVELOPMENT MATTER MOST
Factorsthatareextremelyimportantwhenlookingforwork-byindustry
Accounting Administration
Salary
Career Development
Quality of management
45%
45%
43%
Quality of management
People I work with
Job security
52%
44%
44%
Advertising/Media/Entertainment Banking&FinancialServices
Career Development
Quality of management
People I work with
50%
46%
42%
Career Development
Salary
Quality of management
53%
53%
50%
CallCentre/CustomerServices Community&Sport
Job security
Quality of management
Hours of work
54%
53%
46%
People I work with
Quality of management
Workplace environment
46%
45%
44%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
Construction Consulting&Corp.Strategy
Salary
Job security
Quality of management
51%
45%
43%
Career development
Company directions and goals
Quality of management
43%
42%
41%
Education&Training Engineering
Quality of management
Job security
Salary
46%
42%
42%
Quality of management
Salary
Career development
47%
43%
41%
Government/Defence Graduate/EntryLevel
Quality of management
Variety and content of work
Career development
44%
43%
41%
Quality of management
Variety and content of work
Access to training
53%
43%
47%
Healthcare&Medical HR&Recruitment
Quality of management
Career development
Variety and content of work
55%
47%
44%
Quality of management
Career development
Variety and content of work
55%
47%
44%
Insurance&Superannuation IT/Technical
Salary
Quality of management
Career Development
55%
50%
49%
Salary
Career Development
Quality of management
40%
37%
36%
Legal Manufacturing/Operations
Salary
Job security
Variety and content of work
49%
47%
45%
Quality of management
Job security
Salary
50%
49%
43%
Mining,Oil&Gas PrimaryIndustry
Quality of management
Salary
Benefits and conditions
48%
44%
40%
Salary
Job security
Career development
53%
50%
50%
RealEstate&Property Retail/ConsumerProducts
Quality of overall management
Salary
Career development
54%
49%
46%
Quality of overall management
Job security
Hours of work
54%
51%
45%
Sales/Marketing Science&Technology
Quality of overall management
Salary
Career development
50%
45%
45%
Career development
Quality of management
Salary
44%
39%
38%
Trades/PersonalServices Transport/Logistics
Job security
Quality of overall management
Salary
53%
51%
47%
Job security
Quality of overall management
Salary
55%
50%
48%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
07. MANAGEMENT QUALITIES “ACTIONS ShOULD SPEAK LOUDER ThAN WORDS”
WhAT MANAGEMENT QUALITIES ARE MOST RESPECTED bY EMPLOYEES?
In 2006, the key aspects of overall management that employees respect the most are openness and honesty and their ability to follow up their words with actions. However immediate managers perform the poorest on their ability to follow up words with actions and seem to pay only lip service to measures that overall management set in place. Immediate management also scores poorly on their Leadership skills. Organisations across Australia should take steps to bridge such potentially damaging skills gaps in their immediate managers.
The best boss is one who harnesses all the talents in a team, gives recognition and encourages innovation. Survey Respondent
“MANAGERS hAVE MORE WORK TO DO”
Comparisonbetweenhowemployeesratetheirimmediatemanagervs.managementqualitiesthattheyrespect
Mg.qualitiestheyrespect(1-5least-most)
Immediatemanager(1-5poor-excellent)
1
2
3
4
5
6
Openness and honesty
Ability to follow up their words with action
Support of their team
Ability to encourage and listen to suggestions
Leadership
Ability to provide regular feedback
4.65
4.60
4.52
4.51
4.27
4.26
3.21
2.62
3.04
3.09
3.02
4.02
Comparisonbetweenhowemployeesratetheirimmediatemanagerv’smanagementqualitiesthattheyrespect
Mg.qualitiestheyrespect2005(1-5least–most)
Mg.qualitiestheyrespect2006(1-5least–most)
ImmediateManager2005(1-5least–most)
ImmediateManager2006(1-5least–most)
1.
2.
3.
4.
5.
6.
Openness and honesty
Ability to follow up their words with action
Support of their team
Ability to encourage and listen to suggestions
Leadership
Ability to provide regular feedback
4.62
4.64
4.54
4.49
4.31
4.25
4.65
4.60
4.52
4.51
4.27
4.26
2.81
2.55
2.68
2.71
2.72
2.58
3.21
2.62
3.04
3.09
3.02
4.02
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
08. WhAT ATTRACTS CANDIDATES? “IT IS ThE jOb ThAT COUNTS, Oh AND ThE MONEY”
WhAT CANDIDATES LOOK FOR IN A jOb ADVERT
For the third consecutive year, Jobseekers continue to rank the same three components on top when looking at job adverts. Employers and recruiters should maximize their recruitment strategies by paying particular attention to designing job ads that are attractive to jobseekers.
When looking for a job, three things stand out as the most important information that respondents look for in job ads:
• Job description and responsibilities
• Salary package
• Experience and skill requirements
Importanceofdifferentcomponentsinjobads
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
hOW CANDIDATES EXPECT TO FIND OUT AbOUT ThEIR NEXT jOb
EMPLOYMENT WEbSITES ThE FAVOURITE METhOD TO FIND A NEW jOb
Howcandidatesexpecttofindoutabouttheirnextjob
Employment websites are the main way employees expect to find out about their new job.The 2006 survey shows that 87% of employees expect to find their next job using employment websites (up from 80% in 2005) with a further 49% selecting newspaper adverts (down from 55% in 2006). 49% of employees would expect to find out about their next job via a recruitment agency (down from 54% in 2005).
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
09. RESPONDENT PROFILE SEEK USERS RESPONDING ARE LARGELY EDUCATED, YOUNGER PROFESSIONALS
EMPLOYMENT STATUS
The respondents to the survey are currently employed. Some 63% are employed on a permanent basis full-time, while a further 27%, are either in casual, part-time, temporary or contract arrangement.
The majority are in white collar or professional work, and between the ages of 25 and 39.
The respondents to the survey are currently employed. Some 63% are employed on a permanent basis full-time, while the others are either casual (12%), part-time (10%), temporary (2%) or contract arrangement (7%)
The survey represents employees with a variety of skill level, from entry level/graduate positions to senior management reporting directly to a board.
Worktype
Lengthoftimeworkingfor Sizeoforganisation thecurrentemployer
Less than 10
Between 11-25
Between 26-50
Between 51-100
Between 101-500
Between 501-1000
1000+
14%
14%
11%
11%
21%
8%
22%
Less than a year
1 to less than 3 years
4 to less than 6 years
7 to less than 10 years
11 years and over
44%
32%
14%
6%
4%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
WhICh OF ThE FOLLOWING bEST DESCRIbES YOU?
‘A DEDICATED WORKFORCE’
49%ofsurveyrespondentsthinkworktakesmorepriorityatthemomentthanlifestyle
Agegroup
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
10. AbOUT ThE SURVEYThe findings from the 2006 SEEK Intelligence survey of Employee Satisfaction and Motivation in Australia, are based on a sample of 8729 completed responses, collected by online survey.
The survey largely represents an Australian audience that is online. Invitations to participate in the survey were largely published online on seek.com.au, and partner sites. It is interesting to note year on year changes given that the sample is largely made up of SEEK jobseekers. Invitations to participate in the survey were also sent in an email newsletter to over one million jobseekers registered with SEEK and alliance sites.
The sample represents both ‘active’ jobseekers who are actively looking for new employment, as well as ‘passive’ jobseekers, who are fully employed and may be browsing for new opportunities.
PEOPLEPULSE
The employee feedback in this SEEK Intelligence research report was collated by SEEK using PeoplePulse, an online research tool developed in Australia by Quinntessential Marketing Consulting. For further information on the PeoplePulse product or Quinntessential Marketing Consulting, please go to www.quinntessential.com.au/peoplepulse.htm.
AbOUT SEEK
SEEK Limited is the leading online employment and training site in Australia and New Zealand. SEEK is a media company using the Internet as its distribution channel.
SEEK manages seek.com.au, Australia’s largest employment website and one of the best known Internet brands. At any one time over 120,000 employment vacancies are advertised on SEEK in Australia and over 2 million unique visitors are drawn to the website each month, equivalent to over 20% of the working population.
Online advertising enquiries can be directed to SEEK’s customer service team on 1300 658 700. Check or by email to [email protected]
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
11. APPENDIX 1.Jobsecurity-byindustry
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
2.HappinessInthecurrentjob-byIndustry
3.Whatemployeesloveabouttheirjobs-byage
25 25-39 40-54 55+
Access to training or skills development
Benefits/conditions (leave, flexible time, etc.)
Career development
Feedback / appreciation
Hours of work
Job security
People I work with
Quality of overall management
My boss
Salary
Stress level
Workplace environment
Variety and content of work
22%
33%
24%
19%
40%
25%
62%
14%
22%
25%
17%
25%
33%
21%
33%
22%
16%
36%
26%
59%
11%
21%
23%
15%
28%
31%
16%
32%
12%
15%
41%
22%
56%
12%
17%
26%
14%
41%
31%
17%
27%
11%
19%
42%
23%
56%
15%
19%
24%
13%
42%
33%
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2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in Australia ©2006 SEEK Limited
4.Whatemployeeshateabouttheirjobs–byage
25 25-39 40-54 55+
Access to training or skills development
Benefits/conditions (leave, flexible time, etc.)
Career development
Feedback / appreciation
Hours of work
Job security
People I work with
Quality of overall management
My boss
Salary
Stress level
Workplace environment
Variety and content of work
22%
24%
36%
36%
35%
22%
17%
39%
30%
44%
39%
30%
34%
28%
26%
42%
38%
30%
22%
15%
43%
27%
43%
39%
29%
30%
28%
26%
42%
38%
30%
22%
15%
43%
27%
43%
39%
29%
30%
24%
20%
30%
41%
25%
30%
11%
46%
22%
34%
42%
30%
22%
5.Whatisimportantwhenlookingforanewjob–byage
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