SEEK INTELLIGENCE 2006 EMPLOYEE SATISFACTION & MOTIVATION

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1 SEEK INTELLIGENCE 2006 EMPLOYEE SATISFACTION & MOTIVATION

2 SEEK INTELLIGENCE: 2006 SURVEY OF EMPLOYEE SATISFACTION AND MOTIVATION IN New Zealand Have you ever wondered what New Zealand employees really think of their managers? Ever wondered what makes them leave their current jobs? In a tight employment market where demand for quality candidates outweighs supply, it is more important than ever to understand what really makes employees tick. The fourth SEEK Intelligence Survey of Employee Satisfaction and Motivation in New Zealand has collected responses from over 2960 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 patterns are emerging. Employees were also asked to rate their own ability and whether or not they felt they could do a better job of their immediate bosses role. The survey responses were collected from a broad online audience of employed respondents, of which 72% are looking for a new full-time job. For the first time in the four consecutive years of the survey it appears that employees are generally happier and more secure in their jobs. With unemployment at such historically low levels, staff attraction and retention remains an important issue for New Zealand organisations. The 2006 survey suggests that both organisational and management culture matter most to employees. Given that a high proportion of employees leave existing jobs due to poor Management, Managers in New Zealand must walk the talk to retain quality employees. 1

3 2006 Survey of Employee Satisfaction and Motivation in NEW ZEALAND Table of contents 01. The Top 10 Insights EMPLOYMENT IN NEW ZEALAND SECURITY AND HAPPINESS ThE THE GREAT NEw NEW ZEALAND workplace WORKPLACE SATISFACTION AND MOTIVATION LOVE & HATE Employee loves/hates by by INDUSTRY industry Greener Grass? Candidate job hunting confidence MANAGEMENT UALITIES QUALITIES What attracts candidates? Respondent Profile About The Survey 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 2

4 01. THE TOP 10 INSIGHTS 1. The most happy employees work in: Insurance & Superannuation 56% HR & Recruitment 55% Construction Advertising/Media/Entertainment 47% Real Estate & Property 47% 2. The most unhappy employees work in: Legal 60% Science 49% Primary Industry 46% Consulting & Corporate Strategy 43% Banking and Finance 3. Organisational Culture: 52% of employees do not think the company they work for rewards individual achievement. 4. What employees love about their job: 57% 44% Benefits and conditions 37% 5. What employees hate about their job: 43% Stress level 37% 6. Management culture: Employees across New Zealand score immediate managers poorly on feedback and appreciation and their ability to follow up their words with actions. 7. The most important factors when looking for a job: 51% 42% 8. Factors that matter most in job adverts: Job description & responsibilities 83% package 78% Experience and skill requirement 78% Benefits offered 63% 9. Job security: Job security has increased significantly in 2006 in comparison to the previous decline in % of employees describe themselves as more secure in their jobs (up from 18% in 2005). 10. Happiness has significantly increased in 2006: In 2006, 38% of employees describe themselves as Happy (up from 21% in 2006). Lead by example and make employees feel like they are making a difference. Survey Respondent 3

5 02. EMPLOYMENT IN NEW ZEALAND SECURITY AND HAPPINESS SATISFACTION JOB SECURITY Job security has increased significantly in 2006 in comparison to a decline in job security in Almost 1/3, 29% of employees across New Zealand now describe themselves as more secure in their jobs (up from 18% in 2005). A similar proportion of employees describe themselves as less secure. The main shift has been in those employees who have felt the same level of job security. of employees now describe themselves as having the same level of job security (down from 56% in 2006). Employees ARE THE MOST SECURE IN 2006 Job security today, compared to 12 months ago Less secure About the same More secure 20% 58% 22% 26% 56% 18% 29% AUCKLANDERS FEEL THE MOST SECURE Job security by region Less Secure About the same More secure Auckland Wellington North Island other Christchurch South Island other 26% 25% 25% 32% 42% 47% 47% 49% 31% 28% 25% National security the research shows up regional differences in employee feelings of job security. In 2006 employees who work in Auckland feel the most secure in their job, while employees in the South Island feel most insecure in their jobs. Satisfaction Happiness EMPLOYEES REMARKABLY HAPPIER IN 2006 A positive comment from an employer is very effective and costs nothing. Survey Respondent As opposed to 2005 where employees felt more unhappy in comparison to 2004, the opposite appears to be true in of employees now describe themselves as unhappy (down from 51% in 2005). The research shows that a similar number of employees are neutral ( compared to 29% last year). The decrease in employees feeling unhappy has resulted in a positive impact on overall happiness. 38% of employees now describe themselves as happy (up from 21% in 2005). 4

6 Happiness in the current job Very unhappy Unhappy Neutral Happy Very Happy 13% 31% 29% 22% 5% 16% 29% 16% 5% 11% 24% 11% AN OBVIOUS EQUATION As expected, it is unhappy employees who feel the least job secure and vice versa, for happy employees who feel the most job secure. Happiness in the current job - by job security Less secure About the same More secure Unhappy Neutral Happy 42% 24% 16% 53% 38% 17% 23% 46% THE HAPPIEST INDUSTRY? INSURANCE AND SUPERANNUATION THE HAPPIEST INDUSTRY Happiness varies according to Industry. In 2006 the happiest employees are those who work in Insurance and Superannuation, while those in the Legal industry are the most unhappy. Happy top 5 Unhappy top 5 Insurance & Superannuation HR & Recruitment Construction Advert/media/Entertain Real Estate & Property 56% 55% 47% 47% Legal Science Primary Industry Consulting & Corporate strategy Banking & Finance 60% 49% 46% 43% (For a chart of happiness by industry please refer to Appendix 2) 5

7 Tenure NEW EMPLOYEES ARE THE HAPPIEST Length of tenure does not necessarily equate with happiness. It is employees who have worked for organisations for between 7-10 years who appear to be the most unhappy and those working for between 1 and 6 years the closest second. The happiest employees appear to be those who have worked for organisations for less than a year. Happiness in the current job - by length of employment 60% 40% 30% Happy 20% 10% 0% 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 DO DOLLARS BUY HAPPINESS? MONEY alone CAN T BUY HAPPINESS It appears that employees who earn between $50,000 and $69,999 are the most unhappy. Some 37% of employees who appear in this salary range describe themselves as unhappy. Unsurprisingly the happiest group appears to be those who earn $150,000 or more. Although at more senior levels of management where greater responsibility comes with a greater salary/package it appears the additional responsibility does not impinge on happiness. Pay me a competitive wage and offer me better than average benefits. Survey respondent less than $15,000 $15,000 - $29,999 $30,000 - $49,999 $50,000 - $69,999 $70,000 - $124,999 $125,000 - $149,999 More than $150,000 Unhappy Neutral Happy 28% 37% 36% 37% 34% 37% 24% 32% 25% 42% 33% 31% 44% 3% 53% 6

8 CHANGES WITH AGE YOUNG EMPLOYEES ARE THE HAPPIEST Happiness tends to outweigh unhappiness up until the age of 40. It appears that young employees between the ages 18-24, are the happiest. Employees aged 55+ appear to be the most unhappy. Happiness in current job - by age Happiness in the current job - by age 40% 30% 25% 20% Unhappy Happy 15% 10% 5% 0% less than 18 years old Happiness in the current job across New Zealand Happiness in the current job across New Zealand North Island other 33% 40% Auckland 34% 26% Christchurch 32% 30% 38% Wellington 37% 26% 37% South Island other 37% 36% 0 % 10% 20% 30% 40% 60% 70% 80% 90% 100% Unhappy Neutral Happy 7

9 03. THE GREAT NEW ZEALAND workplace WORKPLACE Organisational culture workplace WORKPLACE CULTURE MATTERS MATTERS MATTERS I crave for an inclusive culture, open, free thinking and innovative. Survey Respondent Although the 2006 survey shows that companies are seen to score poorly in some key areas of organisational culture, New Zealand organisations promote cultural diversity. Similar to 2005, companies score lowest on rewarding individual achievement. 52% of employees think that companies do not reward individual achievement (down from 63% in 2005). Organisations score highest on employing a range of people from different cultural backgrounds. 82% of employees think that New Zealand organisations employ a range of people from different cultural backgrounds (First time question 2006). 52% of employees do not think the company they work for, rewards individual achievement. Level of agreement or disagreement with statements about organisational culture My company embraces change and innovation My company encourages flexible working arrangements My company encourages employee development and training My company strives to provide a good working environment My company displays values I share My company rewards individual achievement My company employs a range of people from different cultural backgrounds* My company promotes based on merit rather than tenure (length of employment)* Strongly disagree Somewhat disagree Somewhat agree Strongly agree Total agree 13% 24% 18% 63% 15% 23% 40% 22% 62% 14% 25% 38% 22% 60% 15% 24% 21% 62% 16% 28% 14% 55% 24% 28% 13% 48% 7% 11% 36% 46% 82% 16% 25% 43% 16% 59% Overall average 15% 24% 40% 22% 62% *First time Question

10 65% of the employees who strongly disagreed with each of the organisational culture statements were unhappy in their current job. Unsurprisingly given that employees are significantly happier with their jobs in 2006 in comparison to 2005 with 38% describing themselves as happy; there has been a corresponding increase in happiness for employees that strongly agreed with each organisational culture statements. Of those employees that strongly agreed with organisational statements 62% describe themselves as happy (up from in 2005) and only 17% describe themselves as unhappy (down from 23% in 2005). In contrast to this there has been a drop in unhappiness amongst employees who strongly disagreed with the organisational culture statements. 65% of employees who strongly disagreed with organisational statements describe themselves as unhappy (down from 77% in 2005) and 13% were happy (up from 6% in 2005). Interestingly an overwhelming majority, 78% of employees that strongly agreed with my company displays values I share describe themselves as happy. The correlation is very significant. The following table shows findings for each of the organisational culture statements by happiness in current job My company displays values I share My company strives to provide a good working environment My company rewards individual achievement My company encourages employee development and training My company embraces change and innovation My company encourages flexible working arrangements My company employs a range of people from different cultural backgrounds My company promotes based on merit rather than tenure (length of employment) Employees that strongly agree with the statements Happy in current job Unhappy in current job Employees that strongly disagree with the statements Happy in current job 78% 12% 7% 74% 47% 10% 7% 74% 69% 14% 13% 62% 66% 16% 12% 67% 65% 28% 11% 65% 62% 18% 15% 61% 46% 30% 23% 55% 65% 21% 14% 62% Overall average 62% 17% 13% 65% Unhappy in current job 9

11 04. SATISFACTION AND MOTIVATION LOVE & HATE WHAT EMPLOYEES LOVE ABOUT THEIR JOB EMPLOYEES LOVE THEIR WORK COLLEAGUES, HATE THEIR MANAGEMENT Good feedback is necessary in order to assist employees to feel valued and to encourage growth. Survey Respondent What people love about their current job Benefits /conditions Workplace environment Job security Access to training or skills development My boss Stress level 0 % 1 0% 20% 3 0% 4 0% 50 % 60 % For the third consecutive year the top 3 most loved aspects about an employee s job remain the same. New Zealand employees love the people they work with most. Over half of employees, 57% love their work colleagues. 44% of employees love hours of work and 37% love both benefits and conditions and variety and content of work. (For a table on job loves by age, refer to Appendix 3) 10

12 WHAT EMPLOYEES HATE ABOUT THEIR JOB What people hate about their current job Stress level Feedback /appreciation Workplace environment My boss Access to training or skill development Benefits /conditions Job security 0% 10% 20% 30% 40% 60% For the fourth consecutive year, the quality of management is again the number one aspect employees throughout New Zealand hate the most. Almost half, 43% of employees hate the quality of overall management (down from 60% in 2005). has moved from third position in 2005 to second place in The table overleaf highlights the differences between industries in terms of what people love and hate. (For a table on job hates by age, please refer to Appendix 4) 11

13 05. EMPLOYEE LOVE/HATES BY INDUSTRY MOST INDUSTRIES EMPLOYEES LOVE THE PEOPLE THEY WORK WITH AND HATE THE QUALITY OF OVERALL MANAGEMENT The top factors that people love and hate in their job by industry Love Hate Accounting Benefits/conditions 53% 42% 33% Stress level 43% 43% 36% Administration Benefits/conditions 54% 51% 37% 40% 37% Advertising/Media/Entertainment Benefits/conditions 54% 51% 37% Stress level 43% Banking & Financial Services Benefits/conditions 56% Stress level 52% 43% Call Centre/Customer Services Benefits/conditions 62% 37% 33% 46% 44% 40% Community & Sport Access to training 59% 52% 48% My boss 56% 36% 36% Construction Workplace environment 48% 48% Quality of overall management 32% Consulting & Corp. Strategy 62% 53% 42% 42% 12

14 Love Hate Education and Training 66% 51% 47% Stress level Quality of overall management 44% 33% Engineering 52% 42% 40% 38% Government/Defence Benefits/conditions 59% 46% 43% Workplace environment 49% 40% 32% Healthcare and Medical 55% 46% Stress level 38% 38% HR and Recruitment 59% 43% Stress level 42% 34% Insurance and Superannuation Stress level 46% 46% 38% IT/Technical 58% 44% 43% 40% 38% Legal Job Security 55% 55% 58% 48% Manufacturing/Operations 53% 48% 46% 13

15 Love Hate Mining, Oil and Gas Benefits/conditions 63% 63 % 63% My boss 67% Primary Industry 42% Stress level 61% 48% 43% Real Estate and Property 67% 60% 60% Stress level 69% 54% 46% Retail/Consumer Products Benefits/conditions 65% 36% Stress level 56% 40% Sales/Marketing Benefits/conditions 55% 38% Stress level 52% Science and Technology 55% 48% 48% Trades/Personal Services Workplace 53% 52% 33% Stress level 47% Transport/Logistics 43% 42% 47% 47% 14

16 06. GREENER GRASS? CANDIDATE JOB HUNTING CONFIDENCE LESS EMPLOYEES THINK IT WILL TAKE THE SAME TIME TO FIND A JOB, MORE THINK IT WILL TAKE LESS TIME In 2006 there has been a shift away from employees thinking it will take the same amount of time to find work. 30% of employees think it will take more time to find a job (up from in 2005) and 32% think it will take less time to find a job (up from 26% in 2005). Time taken to find a job Take more time About the same Take less time % 30% 47% 47% 38% 26% 32% How frequently employees look through job vacancies A significant proportion of employees, 67% look through job vacancies on a regular basis 40% 30% 25% 20% 15% 10% 5% 0% Every day At least once a week Less than once a month Once or twice a month Every few months I am not looking for job vacancies In 2006, 67% of employees who completed the survey are looking through job vacancies on a daily or weekly basis. 23% are looking less frequently than weekly and only 10% describe themselves as not looking at all. 15

17 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 Loalty to your current employer Loyalty to your current employer 33% 30% 25% 20% 15% 18% 20% 16% 10% 9% 5% 5% 0% I am very I would be happy with my reluctant to current move from my employer and current would not employer dream of changing I d happily move employer for career development I d happily move employer for a better salary I d happily move employer at the drop of a hat I d happily move employer to be able to achieve a better worklife balance EMPLOYEES WOULD LEAVE their EMPLOYER FOR CAREER DEVELOPMENT Given that career development is the second most important factor employees look for in their new job, there is no surprise that it is also the main reason why employees would happily move from their existing employer. 33% of employees would happily move employer for career development, followed by 20% who would move employer for a better salary. 16% of employees would move employer to be able to achieve a better work/life balance. While 18% of employees would be reluctant to move from my current employer, only 5% of employees describe themselves as happy with my current employer and would not dream of changing. The message to New Zealand companies is clear, the majority 78% of employees, would move their existing employer to fulfil career/lifestyle aspirations. 16

18 FACTORS IMPORTANT TO JOBSEEKERS QUALITY OF MANAGEMENT CAN NOT BE OVERLOOKED BY EMPLOYERS Factors that are extremely important to jobseekers when looking for a job Workplace environment Job security Benefits/conditions Company direction and goals Access to training or skills development Company reputation Low stress Extremely important 51% 42% 38% 40% 34% 34% 30% 28% 22% IMPORTANT FACTORS BY INDUSTRY QUALITY OF MANAGEMENT, salary and career development matter most Factors that are extremely important when looking for work by industry Accounting Administration 48% 47% 42% 43% 43% Advertising/Media/Entertainment Banking & Financial Services Workplace environment 46% 43% 62% 56% 55% Call Centre/Customer Services Community & Sport Job security 57% 56% 48% Hours 48% Construction Consulting & Corp. Strategy Job security 56% 56% 53% 59% 56% 51% 17

19 Education Engineering 51% 47% 47% 55% Government/Defence Healthcare and Medical 52% Job security Benefits/conditions 53% 52% 46% Insurance and Superannuation IT/Technical 44% 44% 38% 40% Legal Manufacturing Job security 49% 49% 46% Job security 48% 44% Mining, Oil and Gas Primary Industry Job security Job security 52% Real Estate and Property Sales/Marketing Job security 69% 66% 60% 57% 51% 48% Retail/Consumer Products Trades/Personal Services Job security 57% 54% 52% Job security 56% 55% Science and Technology Transport/Logistics Access to training and skills development 59% 42% 40% 48% 47% 18

20 07. MANAGEMENT QUALITIES Action should speak louder than words and regular feedback is key to successful management. Survey Respondent WHAT MANAGEMENT QUALITIES ARE MOST RESPECTED BY EMPLOYEES? IMMEDIATE MANAGERS MUST DELIVER In 2006, the important aspects of overall management that employees respect the most are openness and honesty and the ability to follow up their words with actions. However when employees were asked how their immediate managers performed on actually delivering these management qualities, a different picture emerged. Immediate managers score significantly lower on actually delivering the management qualities that employees respect the most. Strong disparities exist. Employees score their immediate managers poorest on their ability to follow up their words with action and their ability to provide regular feedback. Organisations throughout New Zealand need to look at ways they can bridge the gaps between what management qualities employees aspire to work with and the reality of how immediate managers perform in these key areas. I think respect can be earned through Management showing leadership, while actively driving the company forward, and providing guidance and support systems that empower and make staff feel that they re an integral and valuable asset to the company. Survey Respondent Comparison between how employees rate their immediate manager v. management qualities that they respect What qualities they respect (1-5; least - most) Immediate manager (1-5; poor - excellent) 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

21 Comparison between how employees rate their immediate manager v. management qualities that they respect Mg. qualities they respect 2005 (1-5 least most) Mg. qualities they respect 2006 (1-5 least most) Immediate Manager 2005 (1-5 least most) Immediate Manager 2006 (1-5 least most) 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

22 08. WHAT ATTRACTS CANDIDATES? Good job description, oh and the money, that s what I want. Survey Respondent WHAT CANDIDATES LOOK FOR For the fourth consecutive year, employees rate the same top 3 components in job adverts as most important. Again job description and responsibilities matters the most with 83% of employees rating this as number one. package and experience and skill requirement are joint second at 78% and benefits offered moves up to third place. Job description and responsibilities package Experience and skill requirements Benefits offered Importance of different Importance components of in different Job Ads components in job ads Job description and responsibilities package Experience and skill requirements Benefits offered Company location Company reputation Industries the company operates in Position title Reputation of the recruiter advertising the position 3% 14% 83% 4% 18% 78% 3% 19% 78% 8% 29% 63% 8% 19% 63% 14% 30% 56% 18% 31% 51% 25% 30% 37% 29% 34% 0 % 1 0 % 2 0 % 3 0% 4 0 % 5 0 % 60 % 7 0 % 8 0 % 90 % % Not Important Neutral Important 21

23 HOW CANDIDATES EXPECT TO FIND OUT ABOUT THEIR NEXT JOB INTERNET JOB SITES ARE THE FAVOURITE METHOD TO FIND A NEW JOB How candidates expect How candidates to find out expect about to find their out next about job their next job 100% 90% 80% 70% 60% 40% 30% 20% 10% 0% Direct approach to organisations Internet job site Newspaper ad Recruitment agency Word of mouth (friends or family) Word of mouth (business network) Internet employment job sites are the main way employees choose to find out about their new job. This year s survey shows that 86% of employees expect to find out about their next job using employment websites (up from 77% in 2005). 60% choose the newspaper (down from 66% in 2005). 22

24 09. RESPONDENT PROFILE SEEK USERS RESPONDING ARE MAINLY EDUCATED, YOUNGER PROFESSIONALS EMPLOYMENT STATUS The respondents to the survey are currently employed. 72% are employed on a permanent fulltime basis, while the remainder, 28% are either in casual, part-time, temporary or contract arrangement. The Work majority, type 58% are in white collar or professional work and are between the ages The survey represents employees with a variety of skill levels with a good representation of entry level/graduate positions, trades, unskilled workers and white collar professionals. Work type 17% 6% 12% Unskilled Entry level / Graduate Trades White collar / professional 20% Managerial Senior management 10% Size of organisation Length of time working for the current employer Less than 10 employees Between Between Between Between Between % 16% 12% 11% 19% 8% 17% Less than a year 1 to less than 3 years 3 to less than 6 years 6 years or more 15% 9% 23

25 A DEDICATED WORKFORCE Which Which of the of following the best best describes you? At the moment my lifestyle takes much more priority At the moment my lifestyle takes slightly more priority At the moment neither my work or lifestyle takes priority At the moment my work takes slightly more priority At the moment my work takes much more priority 0 % 5 % 1 0 % 1 5 % 2 0 % 2 5 % 3 0 % 3 0 % Age group 2 5 % 2 0 % 1 5 % 1 0 % 5 % 0 % le s s than m o re tha n

26 10. ABOUT THE SURVEY The findings from the SEEK Intelligence 2006 Survey of Employee Satisfaction and Motivation In New Zealand, are based on a sample of 2960 completed responses, collected by online survey. The survey largely represents a New Zealand audience that is online. Invitations to participate in the survey were published online on seek.co.nz, 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 newsletter to 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 ABOUT SEEK SEEK Limited is the leader in the online employment and training market in Australia and New Zealand. SEEK is a media company that uses the Internet as its distribution channel. SEEK manages seek.co.nz, New Zealand s largest employment website and one of the best known Internet brands. At any one time over 15,000 employment vacancies are advertised on SEEK NZ, and more than 280,000 unique visitors are drawn to the website each month. Online advertising enquiries can be directed to SEEK s customer service team on , or by to 25

27 11. APPENDIX 1. Job security - by industry Advert./Media/Entertain Primary Industry Trades/Personal services Community & Sport Real Estate & Property Call Centre/Cust. Sevice Administration Engineering Retail/Consumer products Healthcare & Medical IT/Technical Sales/Marketing Science & Technology Manufacturing/Operations Government/Defence Education & Training HR & Recruitment Transport/Logistics Consulting & Corp. Strategy Legal Banking & Fin. Services Construction Mining. Oil & Gas 23% 36% 23% 42% 26% 40% 34% 38% 28% 34% 40% 33% 40% 33% 23% 48% 29% 32% 29% 20% 51% 29% 34% 38% 28% 29% 43% 28% 26% 46% 28% 22% 51% 36% 37% 16% 57% 33% 42% 25% 17% 58% 25% 28% 48% 24% 29% 49% 22% 23% 54% 23% 36% 42% 22% 33% 17% 38% 12% 0 % 1 0 % 2 0 % 3 0 % 4 0 % 5 0 % 6 0 % 7 0 % 8 0 % 9 0 % % Less Secure About the same More secure 26

28 2. Happiness In the current job - by Industry Insurance HR & Recruitment Construction Advert./Media/Entertain Real Estate & Property Education & Training Government/Defence IT/Technical Healthcare & Medical Administration Accounting Banking & Fin. Services Mining. Oil & Gas Transport/Logistics Consulting & Corp. Engineering Call Centre/Cust. Sevice Trades/Personal services Sales/Marketing Community & Sport Retail/Consumer products Science & Technology Primary Industry Legal 22% 22% 56% 25% 21% 55% 36% 14% 28% 25% 47% 47% 25% 30% 20% 36% 22% 42% 31% 33% 40% 37% 23% 40% 20% 38% 25% 38% 30% 43% 22% 33% 32% 13% 52% 33% 33% 34% 38% 28% 34% 34% 31% 34% 37% 30% 33% 49% 25% 46% 60% 17% 23% 0 % 1 0 % 2 0 % 3 0 % 4 0 % 5 0 % 6 0 % 7 0 % 8 0 % 9 0 % % Less Secure About the same More secure 3. What employees love about their jobs by age LOVE Benefits/conditions Variety ad content of work Job Security Workplace environment Access to training or skills development Stress Level My boss 63% 43% 38% 26% 19% 25% 24% 28% 18% 21% 13% 22% 38% 22% 28% 34% 26% 14% 19% 13% 24% 56% 46% 40% 26% 25% 30% 21% 18% 16% 19% 11% 21% 56% 44% 33% 44% 26% 31% 21% 13% 16% 19% 13% 21% 58% 55% 37% 15% 36% 20% 13% 16% 22% 16% 20% 27

29 4. What employees hate about their jobs by age HATE Stress level Workplace environment Access to training or skills development Benefits/conditions Job security My boss 34% 34% 36% 29% 34% 23% 33% 21% 18% 17% 43% 37% 33% 23% 20% 16% 15% 26% 42% 38% 34% 36% 36% 29% 22% 26% 20% 18% 17% 13% 24% 48% 34% 38% 31% 19% 24% 26% 19% 22% 14% 44% 42% 24% 28% 14% 21% 19% 16% 29% 11% 28% 5. What is important when looking for a new job by age % 9 0 % 8 0 % 7 0 % 6 0 % 5 0 % 4 0 % 3 0 % 2 0 % 1 0 % 0 % Access to training Benefits/conditions Career Development Company directions and goals Job security Low stress Variety and content Workplace environment Company reputation ^

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