New research of private sector employees shows that many are increasingly frustrated with communication, performance appraisals and development opportunities. Over 400,000 private sector workers outline issues to focus on as job security fears rise.
These survey results provide a clear mandate for employers to address in order to drive employee satisfaction and engagement and help give business performance a welcome boost. The research reveals that the number of employees admitting to job security fears has risen to over 33 percent in 2011. With further budget cuts and pressure on finances predicted, this could worsen as employee satisfaction and engagement also face further falls. To avert this scenario, companies should address the other issues highlighted by employees in this research:
Give employees a voice
Workers remain frustrated by employee surveys with 28 percent saying they don’t believe any action will be taken on survey results. In best in class organisations, communication is a two-way process, but over a quarter of respondents (26 percent) said that they don’t feel free to communicate upwards.
Strike a balance
Over one third of workers claim their company doesn’t promote a healthy work-life balance 29 percent of employees don’t agree that the company treats its employees fairly.
Appraise and develop employees
Some 37 percent of complain that performance appraisals doesn’t give them any useful feedback , Over 30 percent of workers say their line manager doesn’t support their development and 27 percent of employees bemoan a lack of opportunities for career development.
Hannah Stratford, Head of Business Psychology at ETS, says employers must take decisive action: “Employees recognise that we’re in the midst of another very difficult economic period and most accept that this is likely to impact annual bonus payments and pay increases, which almost half of employees feel are already unfair. Some commentators argue that employees are grateful just to have jobs at present, but employers must address issues that are barriers to better performance.
Hannah continued: “A number of the key HR issues highlighted by employees in our research are not directly related to finances and will cost companies very little to take action on, such as improving communication with employees, offering opportunities for development, acting on engagement survey results and encouraging greater work-life balance. Companies must act swiftly in order to reassure workers, increase engagement and retain talent. Ignoring these issues would be short-sighted as the company stands to benefit hugely from a more satisfied, engaged workforce”