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.

1


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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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.

3


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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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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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%

6


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%

7


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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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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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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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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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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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%


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


Salary

44%

41%

40%

Banking&FinancialServices

People I work with

Hours of work

Benefits/conditions

55%

39%

38%

Stress level


Salary

41%

41%

40%

CallCentre/CustomerServices

People I work with


Hours of work

66%

41%

35%


Career development

Stress level

43%

42%

42%

Community&Sport

People I work with

Workplace environment


63%

48%

46%


Career development

Feedback/appreciation

42%

40%

36%

Construction

People I work with


Hours of work

52%

42%

39%


Career development

Hours of work

40%

40%

40%

13


Love Hate

Consulting&Corp.Strategy


People I work with

Hours of work

56%

50%

33%


Salary

Job security

34%

30%

30%

Education&Training

People I work with

Hours of work


62%

49%

41%


Stress level


43%

40%

39%

Engineering

People I work with


Hours of work

46%

37%

34%


Career development


45%

40%

39%

Government/Defence

Hours of work

Benefits/conditions

People I work with

57%

54%

51%



Stress level

49%

49%

47%

Healthcare&Medical

People I work with

Hours of work


63%

39%

35%

Stress level


Feedback appreciation

48%

46%

39%

HR&Recruitment

People I work with



68%

40%

35%

Stress level



40%

39%

36%

Insurance&Superannuation

People I work with


Benefits/conditions

55%

35%

35%

Stress level



36%

34%

32%

IT/Technical

People I work with

Hours of work

Benefits/conditions

56%

38%

35%


Career development

Stress level

48%

47%

38%

Legal

People I work with

Hours of work

Benefits and conditions

51%

43%

35%



Salary

49%

49%

49%

14


Love Hate

Manufacturing/Operations

People I work with

Hours of work


52%

40%

44%



Career development

50%

46%

45%

Mining,Oil&Gas

Salary

People I work with


48%

45%

44%



Stress level

48%

39%

34%

PrimaryIndustry

People I work with


Hours of work

67%

37%

33%

Stress level

Salary


48%

35%

35%

RealEstate&Property

People I work with

Hours of work


55%

46%

41%


Salary


59%

39%

39%

Retail/ConsumerProducts

People I work with

Hours of work


65%

37%

30%

Hours of work


Feedback and appreciation

45%

44%

42%

Sales/Marketing

People I work with

Hours of work


54%

37%

33%



Stress level

46%

43%

43%

Science&Technology

People I work with


Benefits/conditions

56%

51%

47%


Career development


51%

45%

40%

Trades/PersonalServices

People I work with

Hours of work


53%

39%

33%

Salary


Stress level

52%

44%

41%

Transport/Logistics

People I work with

Hours of work


51%

38%

32%



Career development

50%

45%

43%

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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.

16


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.

17


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


Salary

Job security

Career development

People I work with


Benefits/conditions


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


45%

45%

43%


People I work with

Job security

52%

44%

44%

Advertising/Media/Entertainment Banking&FinancialServices

Career Development


People I work with

50%

46%

42%

Career Development

Salary


53%

53%

50%

CallCentre/CustomerServices Community&Sport

Job security


Hours of work

54%

53%

46%

People I work with



46%

45%

44%

18


Construction Consulting&Corp.Strategy

Salary

Job security


51%

45%

43%

Career development

Company directions and goals


43%

42%

41%

Education&Training Engineering


Job security

Salary

46%

42%

42%


Salary

Career development

47%

43%

41%

Government/Defence Graduate/EntryLevel



Career development

44%

43%

41%



Access to training

53%

43%

47%

Healthcare&Medical HR&Recruitment


Career development


55%

47%

44%


Career development


55%

47%

44%

Insurance&Superannuation IT/Technical

Salary


Career Development

55%

50%

49%

Salary

Career Development


40%

37%

36%

Legal Manufacturing/Operations

Salary

Job security


49%

47%

45%


Job security

Salary

50%

49%

43%

Mining,Oil&Gas PrimaryIndustry


Salary

Benefits and conditions

48%

44%

40%

Salary

Job security

Career development

53%

50%

50%

RealEstate&Property Retail/ConsumerProducts


Salary

Career development

54%

49%

46%


Job security

Hours of work

54%

51%

45%

Sales/Marketing Science&Technology


Salary

Career development

50%

45%

45%

Career development


Salary

44%

39%

38%

Trades/PersonalServices Transport/Logistics

Job security


Salary

53%

51%

47%

Job security


Salary

55%

50%

48%

19


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

20


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

21


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).

22


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



11 years and over

44%

32%

14%

6%

4%

23


WhICh OF ThE FOLLOWING bEST DESCRIbES YOU?

‘A DEDICATED WORKFORCE’

49%ofsurveyrespondentsthinkworktakesmorepriorityatthemomentthanlifestyle

Agegroup

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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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11. APPENDIX 1.Jobsecurity-byindustry

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2.HappinessInthecurrentjob-byIndustry

3.Whatemployeesloveabouttheirjobs-byage

25 25-39 40-54 55+


Benefits/conditions (leave, flexible time, etc.)

Career development

Feedback / appreciation

Hours of work

Job security

People I work with


My boss

Salary

Stress level



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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4.Whatemployeeshateabouttheirjobs–byage

25 25-39 40-54 55+


Benefits/conditions (leave, flexible time, etc.)

Career development

Feedback / appreciation

Hours of work

Job security

People I work with


My boss

Salary

Stress level



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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SEEK INTELLIGENCE 2006 EMPLOYEE SATISFACTION & MOTIVATION

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Transcript of SEEK INTELLIGENCE 2006 EMPLOYEE SATISFACTION & MOTIVATION