Growing shares of younger workers in particular say they are open to leaving an employer when they don’t feel engaged and excited at work, or doubt that their work has a broader social impact, according the findings of a study published by employee engagement platform provider WeSpire.
The report, “State of Employee Engagement,” released on March 7, included data from an annual survey of more than 1,700 full-time U.S. employees. The survey found that 62% of respondents indicated that they are actively looking for or are open to new opportunities, up four percentage points from last year’s survey. Researchers pointed out that this trend is most pronounced among younger workers, with 68% of millennial and Generation Z respondents saying they are actively searching for a job or are open to new opportunities.
In addition, the survey showed that the vast majority of employees care about the social impact of their workplace, with 88% saying they prefer to work at a company that is making a positive impact. The results also indicated that employees were nearly 50% more likely to recommend their employer as a good place to work if they reported feeling that the mission or purpose of their company makes their work important.
The report further noted that while wellbeing and rewards remain the most commonly offered engagement programs, the percentage of employers who provide diversity & inclusion programs rose to 37% in the latest survey, up from 29% the previous year. Researchers commented that this was the biggest increase in any program, indicating that employers are recognizing they need to do more to ensure a culture of inclusivity.
The study also found that in the last three years, the percentage of organizations offering sustainability programs has steadily decreased by around five percentage points per year, dropping to just 13% in 2018. However, the survey showed that millennial employees are more likely than older employees to say they want their employer to offer a sustainability program (23% vs. 18%).
When asked about frequency of recognition, 17% of the employees surveyed gave a rating of one or below on a scale of 0-10, and only 47% gave a rating higher than a five. Researchers observed that if a net promoter type score on recognition were calculated, these survey results would reflect a -38 score.
From Benefit Trends Newsletter, Volume 62, Issue 4
The information contained in this newsletter is for general use, and while we believe all information to be reliable and accurate, it is important to remember individual situations may be entirely different. The information provided is not written or intended as tax or legal advice and may not be relied on for purposes of avoiding any Federal tax penalties. Individuals are encouraged to seek advice from their own tax or legal counsel. This newsletter is written and published by Liberty Publishing, Inc., Beverly, MA. Copyright © 2019 Liberty Publishing, Inc. All rights reserved.