February 29 2008 - A survey by The Segal Company, a New York-based compensation, benefits and HR
consultancy found that state and local public sector workers under age 40 focused more on career (job security, opportunities,
training) than their older colleagues and were also more likely to actively look for work elsewhere.
Elliot Susseles, senior vice president of the Segal Company, said:
"The study found that the biggest driver of turnover for employees under 40 is dissatisfaction with
career opportunities and job content. This suggests the importance of establishing and communicating career path
opportunities, work development and interesting work assignments to successfully recruit and retain younger employees."
Both age groups had similar concerns about pay
and benefits but, as has been traditional for government employees, pay remains less important than benefits for
all workers, regardless of age. Nevertheless, satisfaction levels for pay and career were low for both
age groups. Segal consider that these findings reflect the challenge of attracting and keeping new talent in state
and local public service.
The following table compares under and over 40s in the public sector:
Importance of Work Rewards
Career is important
Pay is important
Benefits are important
|
Age
Under 40
77%
50%
64%
|
Age
40 Plus
60%
56%
65%
|
Satisfaction with Work Rewards
Satisfied with career at present
Satisfied with pay
Satisfied with benefits
|
50%
53%
69%
|
48%
49%
65%
|
54% of under 40s said they would be actively looking for work
elsewhere within the next year compared with 42% of the older group.
Showing up for the Paycheck?
A report by The Conference Board in 2005 showed
a decline in job satisfaction among workers of all ages and across all income
brackets in the US workforce.
Half of all Americans surveyed at the time said they were satisfied with their jobs, but
this was down from nearly 60% ten years before. Moreover, among the 50% who said they were
content, a mere 14% said they are "very satisfied."
The representative sample of 5,000 U.S.
households, conducted for The Conference Board by TNS, a leading market
information company, also included information collected
independently by TNS. This information showed that approximately one-quarter
of the American workforce was simply "showing up to collect a paycheck."
"Rapid technological changes, rising productivity demands and changing
employee expectations have all contributed to the decline in job
satisfaction," says Lynn Franco, Director of The Conference Board's Consumer
Research Center. "As large numbers of baby boomers prepare to leave the
workforce, they will be increasingly replaced by younger workers, who tend to
be as dissatisfied with their jobs, but have different attitudes and
expectations about the role of work in their lives. This transition will
present a new challenge for employers."
The survey found a decline in job satisfaction across all income
brackets in the previous nine years. 55% of workers earning more than
$50,000 were satisfied with their jobs, but only 14% claimed they were very
satisfied. At the other end of the pay scale (employees earning less than
$15,000), about 45% of workers were satisfied with only 17%
expressing a strong level of satisfaction.
The survey also found that employees were least satisfied with their
companies' bonus plans, promotion policies, health plans and pensions. The
majority were most satisfied with their commutes to work and their
relationships with colleagues.
"Less than one-third of all supervisors and managers are perceived to be
strong leaders," says Shubhra Ramchandani, North American Stakeholder
Management Practice Leader at TNS. "The Enron/Worldcom era of corporate
scandals and the outsourcing of jobs have increased the level of employee
discontent. Shrugging off employee disengagement would be a disastrous, short-
sighted view creating lasting global repercussions for American business."
Job Satisfaction - by Age, Income and Region
* The largest decline in overall job satisfaction, from 60.9% to 49.2%,
occurred among workers 35-44.
* The second largest decline took place among workers aged 45-54, with the
satisfaction level dropping from 57.3% to 47.7%.
* The smallest decline occurred among workers 65 and over. Overall job
satisfaction declined from 60.8% to 58.0%, making this group the most
satisfied with their jobs.
* The largest decline in job satisfaction took place among householders
earning $25,000 to $35,000, with satisfaction falling from 55.7% to
41.4%. This income group expressed the second lowest level of overall
satisfaction.
* The second largest decline was posted by householders earning $35,000-
$50,000. This group experienced a decline from 59.7% to 46.7%.
* With less than 47% of householders claiming to be satisfied with their
current job, workers in the Middle Atlantic and Mountain states are the
least satisfied workers in the U.S.
* The East South Central region has the most content workers. Close to 59%
of residents in these states claim they are satisfied with their jobs.
* Company promotion policies and bonus plans tended to be the lowest on
the satisfaction scale.
* Educational and job training programs did not fare well either. Only 30%
of workers claimed to be satisfied with these types of company programs.
* Workers also rated their wages poorly, with only 33.5% of householders
expressing satisfaction with their pay.
Additional results from the supplemental survey conducted by TNS in August
2004 include:
* 40% of workers feel disconnected from their employers.
* Two out of every three workers do not identify with or feel motivated to
drive their employer's business goals and objectives.
* 25% of employees are just "showing up to collect a paycheck."
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