SEEK INTELLIGENCE 2006 EMPLOYEE SATISFACTION & MOTIVATION · what really makes employees tick. ......

SEEK INTELLIGENCE 2006EMPLOYEE SATISFACTION

& MOTIVATION

2006 Survey of Employee Satisfaction & Motivation in New Zealand ©2006 SEEK Limited 2006 Survey of Employee Satisfaction & Motivation in New Zealand ©2006 SEEK Limited

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


2006 SURVEY OF EMPLOYEE SATISFACTION AND MOTIVATION IN NEw ZEALANDTAbLE OF CONTENTS

01. ThE TOP 10 INSIGhTS 03

02. EMPLOYMENT IN NEw ZEALAND – SECURITY AND hAPPINESS 04

03. ThE GREAT NEw ZEALAND wORKPLACEThE GREAT NEw ZEALAND wORKPLACE 08

04. SATISFACTION AND MOTIVATION – LOVE & hATE 10

05. EMPLOYEE LOVES/hATES – bY INDUSTRY– bY INDUSTRY bY INDUSTRY 12

06. GREENER GRASS? CANDIDATE jOb hUNTING CONFIDENCE 15

07. MANAGEMENT �UALITIESMANAGEMENT �UALITIES 19

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

2


01. ThE TOP 10 INSIGhTS 1. The“mosthappy”employeesworkin: Insurance & Superannuation 56% HR & Recruitment 55% Construction 50% Advertising/Media/Entertainment 47% Real Estate & Property 47%

2. The“mostunhappy”employeesworkin: Legal 60% Science 49% Primary Industry 46% Consulting & Corporate Strategy 43% Banking and Finance 41%

3. OrganisationalCulture:

52% of employees do not think the company they work for rewards individual achievement.

4. Whatemployees“love”abouttheirjob: People I work with 57% Hours of work 44% Benefits and conditions 37%

5. Whatemployees“hate”abouttheirjob: Quality of management 43% Salary 41% Stress level 37%

6. Managementculture:

Employees across New Zealand score immediate managers poorly on feedback and appreciation and their ability to follow up their words with actions.

7. Themostimportantfactorswhenlookingforajob:

Quality of management 51% Career development 45% Salary 42%

8. Factorsthatmattermostinjobadverts:

Job description & responsibilities 83% Salary package 78% Experience and skill requirement 78% Benefits offered 63%

9. Jobsecurity:

Job security has increased significantly in 2006 in comparison to the previous decline in 2005. 29% of employees describe themselves as more secure in their jobs (up from 18% in 2005).

10. Happinesshassignificantlyincreasedin2006:

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


02. EMPLOYMENT IN NEw ZEALAND – SECURITY AND hAPPINESSSATISFACTION – jOb SECURITY

Job security has increased significantly in 2006 in comparison to a decline in job security in 2005. 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. 45% 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

Jobsecuritytoday,comparedto12monthsago

2004 2005 2006

Less secure

About the same

More secure

20%

58%

22%

26%

56%

18%

27%

45%

29%

AUCKLANDERS FEEL ThE MOST SECURE

Jobsecuritybyregion

LessSecure Aboutthesame Moresecure

Auckland

Wellington

North Island – other

Christchurch

South Island – other

27%

26%

25%

25%

32%

42%

47%

47%

49%

41%

31%

27%

28%

25%

27%

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 2006. 35% of employees now describe themselves as unhappy (down from 51% in 2005). The research shows that a similar number of employees are neutral (27% 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


Happinessinthecurrentjob

2004 2005 2006

Very unhappy

Unhappy

Neutral

Happy

Very Happy

13%

31%

29%

22%

5%

16%

35%

29%

16%

5%

11%

24%

27%

27%

11%

AN ObVIOUS E�UATION

As expected, it is unhappy employees who feel the least job secure and vice versa, for happy employees who feel the most job secure.

Happinessinthecurrentjob-byjobsecurity

Lesssecure Aboutthesame Moresecure

Unhappy

Neutral

Happy

42%

24%

16%

41%

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–top5 Unhappy–top5

Insurance & Superannuation

HR & Recruitment

Construction

Advert/media/Entertain

Real Estate & Property

56%

55%

50%

47%

47%

Legal

Science

Primary Industry

Consulting & Corporate strategy

Banking & Finance

60%

49%

46%

43%

41%

(For a chart of happiness by industry please refer to Appendix 2)

5


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.

Happinessinthecurrentjob-bylengthofemployment

Less thana year

1 to lessthan

3 years

4 to lessthan

6 years

7 to lessthan

10 years

11 yearsand over

0%

10%

20%

30%

40%

50%

60%

Happy

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

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%

35%

37%

36%

27%

37%

34%

27%

39%

37%

24%

39%

32%

25%

42%

35%

33%

31%

44%

3%

53%

6


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.

Happinessinthecurrentjob-byage

10%

5%

0%

15%

20%

25%

30%

35%

40%

45%

less than18 years

old

18 - 24 25 - 30 31 - 39 40 - 54 55 +

Unhappy

Happy

Happiness in current job - by age

HappinessinthecurrentjobacrossNewZealand

33% 27% 40%

34% 26% 39%

32% 30% 38%

37% 26% 37%

37% 27% 36%

0 % 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

South Island – other

Wellington

Christchurch

Auckland

North Island –other

Unhappy Neutral Happy

Happiness in the current job across New Zealand

7


03. ThE GREAT NEw ZEALAND wORKPLACE wORKPLACEORGANISATIONAL CULTURE

“wORKPLACE CULTURE MATTERS�wORKPLACE CULTURE MATTERS�CULTURE 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.

Levelofagreementordisagreementwithstatementsaboutorganisationalculture

Stronglydisagree

Somewhatdisagree

Somewhatagree

Stronglyagree

Totalagree

My company embraces change and innovation

13% 24% 45% 18% 63%

My company encourages flexible working arrangements

15% 23% 40% 22% 62%

My company encourages employee development and training

14% 25% 38% 22% 60%

My company strives to provide a good working environment

15% 24% 41% 21% 62%

My company displays values I share

16% 28% 41% 14% 55%

My company rewards individual achievement

24% 28% 35% 13% 48%

My company employs a range of people from different cultural backgrounds*

7% 11% 36% 46% 82%

My company promotes based on merit rather than tenure (length of employment)*

16% 25% 43% 16% 59%

Overall average 15% 24% 40% 22% 62%

*First time Question 2006

8


65%oftheemployeeswhostronglydisagreedwitheachoftheorganisationalculturestatementswereunhappyintheircurrentjob.

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 50% 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.

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

78% 12% 7% 74%

My company strives to provide a good working environment

47% 10% 7% 74%

My company rewards individual achievement

69% 14% 13% 62%

My company encourages employee development and training

66% 16% 12% 67%

My company embraces change and innovation

65% 28% 11% 65%

My company encourages flexible working arrangements

62% 18% 15% 61%

My company employs a range of people from different cultural backgrounds

46% 30% 23% 55%

My company promotes based on merit rather than tenure (length of employment)

65% 21% 14% 62%

Overall average 62% 17% 13% 65%

9


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

Whatpeopleloveabouttheircurrentjob

0 % 1 0% 20% 3 0% 4 0% 50 % 60 %

People I work with

Hours of work

Variety and content of work

Benefits /conditions

Workplace environment

Job security

Salary

Access to training or skills development

My boss

Career development

Feedback/appreciation

Stress level

Quality of management

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


whAT EMPLOYEES hATE AbOUT ThEIR jOb

Whatpeoplehateabouttheircurrentjob


Salary

Stress level

Feedback /appreciation

Career development


My boss

Hours of work


Access to training or skill development

Benefits /conditions

Job security

People I work with

0% 10% 20% 30% 40% 60%50%

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).

Salary has moved from third position in 2005 to second place in 2006.

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


05. EMPLOYEE LOVE/hATES – bY INDUSTRY MOST INDUSTRIES EMPLOYEES LOVE ThE PEOPLE ThEY wORK wITh AND hATE ThE �UALITY OF OVERALL MANAGEMENT

Thetopfactorsthatpeopleloveandhateintheirjobbyindustry

Love Hate

Accounting

People I work with

Hours of work

Benefits/conditions

53%

42%

33%



Stress level

43%

43% 36%

Administration

People I work with

Hours of work

Benefits/conditions

54%

51%

37%

Salary



40%

37%

35%

Advertising/Media/Entertainment

People I work with


Benefits/conditions

54%

51%

37%


Salary

Stress level

43%

41%

35%

Banking&FinancialServices

People I work with

Hours of work

Benefits/conditions

56%

41%

41%

Stress level


Salary

52%

45%

43%

CallCentre/CustomerServices

People I work with

Hours of work

Benefits/conditions

62%

37%

33%

Salary


Hours of work

46%

44%

40%

Community&Sport

Access to training

Hours of work


59%

52%

48%

Salary

My boss


56%

36%

36%

Construction

People I work with



48%

48%

45%

Salary


Quality of overall management

45%

35%

32%

Consulting&Corp.Strategy

Hours of work

People I work with


62%

53%

50%


Salary

Career development

42%

42%

39%

12


Love Hate

EducationandTraining

People I work with

Hours of work


66%

51%

47%

Stress level

Quality of overall management

Salary

45%

44%

33%

Engineering

People I work with


Hours of work

52%

39%

39%

Salary

Career development


42%

40%

38%

Government/Defence

People I work with

Benefits/conditions

Hours of work

59%

46%

43%


Salary


49%

40%

32%

HealthcareandMedical

People I work with


Hours of work

55%

50%

46%

Salary

Stress level


41%

38%

38%

HRandRecruitment

People I work with


Hours of work

59%

50%

43%

Salary

Stress level


42%

39%

34%

InsuranceandSuperannuation

People I work with


Hours of work

50%

50%

50%

Stress level



46%

46%

38%

IT/Technical

People I work with


Hours of work

58%

44%

39%


Career development


43%

40%

38%

Legal

People I work with

Hours of work

Job Security

55%

55%

35%

Salary



58%

48%

45%

Manufacturing/Operations

People I work with

Hours of work


53%

50%

35%



Career development

48%

46%

45%

13


Mining,OilandGas

People I work with

Hours of work

Benefits/conditions

63%

63 %

63%


Career development

My boss

67%

50%

50%

PrimaryIndustry

People I work with

Salary


50%

50%

42%

Stress level



61%

48%

43%

RealEstateandProperty

People I work with


Hours of work

67%

60%

60%

Stress level



69%

54%

46%

Retail/ConsumerProducts

People I work with

Hours of work

Benefits/conditions

65%

41%

36%

Salary


Stress level

56%

40%

39%

Sales/Marketing

People I work with

Hours of work

Benefits/conditions

55%

39%

38%


Stress level


52%

39%

39%

ScienceandTechnology

People I work with


Hours of work

50%

50%

41%


Career development


55%

48%

48%

Trades/PersonalServices

People I work with

Hours of work

Workplace

53%

52%

33%



Stress level

47%

39%

39%

Transport/Logistics

People I work with

Hours of work


43%

42%

41%



Salary

47%

47%

41%

14

Love Hate


06. GREENER GRASS? CANDIDATE jOb hUNTING CONFIDENCELESS 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 27% in 2005) and 32% think it will take less time to find a job (up from 26% in 2005).

Timetakentofindajob

2004 2005 2006

Take more time

About the same

Take less time

26%

47%

27%

27%

47%

26%

30%

38%

32%

hOw FRE�UENTLY EMPLOYEES LOOK ThROUGh jOb VACANCIES

Asignificantproportionofemployees,67%lookthroughjobvacanciesonaregularbasis

Every day At least once a week

Less thanonce a month

Once or twicea month

Every few months

I am notlooking for job

vacancies

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

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


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

5%

18%

33%

20%

9%

16%

0%

5%

10%

15%

20%

25%

30%

35%

I am veryhappy with my

current employer and

would not dream of changing

I would bereluctant to

move from my current

employer

I’d happily move

employer forcareer

development

I’d happilymove

employer for a better salary

I’d happilymove

employer atthe drop of a

hat

I’d happilymove

employer to beable to

achieve a better

worklifebalance

Loalty to your current employer

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


FACTORS IMPORTANT TO jObSEEKERS

�UALITY OF MANAGEMENT CAN NOT bE OVERLOOKED bY EMPLOYERS

Factorsthatareextremelyimportanttojobseekerswhenlookingforajob

Extremelyimportant

1

2

3

4

5

6

7

9

10

11

12

14

13


Career development

Salary


People I work with


Job security

Benefits/conditions

Hours of work

Company direction and goals


Company reputation

Low stress

51%

45%

42%

41%

39%

38%

40%

34%

34%

30%

35%

28%

22%

IMPORTANT FACTORS bY INDUSTRY

�UALITY OF MANAGEMENT, SALARY AND CAREER DEVELOPMENT MATTER MOST

Factorsthatareextremelyimportantwhenlookingforwork–byindustry

Accounting Administration


Salary

Career development

48%

47%

42%



Salary

45%

43%

43%

Advertising/Media/Entertainment Banking&FinancialServices


Career development


46%

43%

41%


Career development

Salary

62%

56%

55%

CallCentre/CustomerServices Community&Sport


Career development

Job security

57%

56%

48%



Hours

48%

41%

39%

Construction Consulting&Corp.Strategy

Salary

Job security


56%

56%

53%

Salary

Career development


59%

56%

51%

17


Education Engineering


People I work with

Career development

51%

47%

47%


Salary

Career development

55%

45%

41%

Government/Defence HealthcareandMedical



Salary

52%

45%

45%


Job security

Benefits/conditions

53%

52%

46%

InsuranceandSuperannuation IT/Technical

Hours of work

Salary

Career development

44%

44%

39%


Career development

Salary

38%

40%

39%

Legal Manufacturing



Job security

49%

49%

46%


Job security

Career development

48%

44%

41%

Mining,OilandGas PrimaryIndustry


Job security

Hours of work

50%

50%

50%

People I work with


Job security

52%

50%

50%

RealEstateandProperty Sales/Marketing

Job security

Career development


69%

66%

60%


Career development

Salary

57%

51%

48%

Retail/ConsumerProducts Trades/PersonalServices


Job security

Career development

57%

54%

52%

Job security



56%

55%

45%

ScienceandTechnology Transport/Logistics

Career development

Access to training and skills development

Salary

59%

42%

40%


Salary


48%

47%

45%

18


07. MANAGEMENT �UALITIES Action should speak louder than words and regular feedback is key to successful management. Survey Respondent

whAT MANAGEMENT �UALITIES 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

Comparisonbetweenhowemployeesratetheirimmediatemanagerv.managementqualitiesthattheyrespect

Whatqualitiestheyrespect(1-5;least-most)

Immediatemanager(1-5;poor-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

4.7

4.6

4.5

4.5

4.3

4.2

3.3

3.0

3.2

3.2

3.2

3.0

19


Comparisonbetweenhowemployeesratetheirimmediatemanagerv.managementqualitiesthattheyrespect

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

4.9

5.0

4.8

4.8

4.7

4.5

4.7

4.6

4.5

4.5

4.3

4.2

3.2

2.8

3.0

3.1

3.1

2.9

3.3

3.0

3.2

3.2

3.2

3.0

20


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. Salary package and experience and skill requirement are joint second at 78% and benefits offered moves up to third place.

• Job description and responsibilities

• Salary package

• Experience and skill requirements

• Benefits offered

ImportanceofdifferentcomponentsinJobAds

Importance of different components in job ads

0 % 1 0 % 2 0 % 3 0% 4 0 % 5 0 % 60 % 7 0 % 8 0 % 90 % %1 0 0

Not Important Neutral Important

Job description and responsibilities

Salary 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% 45%

37% 29% 34%

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hOw CANDIDATES EXPECT TO FIND OUT AbOUT ThEIR NEXT jOb

INTERNET jOb SITES ARE ThE FAVOURITE METhOD TO FIND A NEw jOb

Howcandidatesexpecttofindoutabouttheirnextjob

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

How candidates expect to find out about their next job

Directapproach to

organisations

Internetjob site

Newspaperad

Recruitmentagency

Word of mouth (friends

or family)

Word of mouth

(businessnetwork)

2005 2006

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).

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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 full-time basis, while the remainder, 28% are either in casual, part-time, temporary or contract arrangement.

The majority, 58% are in white collar or professional work and are between the ages 25-39. 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.

Worktype

Work type

Unskilled

Entry level / Graduate

Trades

White collar / professional

Managerial

Senior management

12%

20%

10%

35%

17%

6%

23

Less than 10 employees

Between 11-25

Between 26-50

Between 51-100

Between 101-500

Between 501-1000

1001+

17%

16%

12%

11%

19%

8%

17%

Sizeoforganisation

Less than a year

1 to less than 3 years

3 to less than 6 years

6 years or more

41%

35%

15%

9%

Lengthoftimeworkingforthecurrentemployer


‘A DEDICATED wORKFORCE’

Whichofthefollowingbestdescribesyou?

Agegroup

0 %

5 %

1 0 %

1 5 %

2 0 %

2 5 %

3 0 %

le s s than

1 8

1 8 -2 4 2 5 -30 3 1 -39 4 0 -5 4 5 5-6 5 m o re tha n

6 5

24

Which of the following best describes you?

0 % 5 % 1 0 % 1 5 % 2 0 % 2 5 % 3 0 %

At the momentmy lifestyle takes

much more priority

At the momentmy lifestyle takes

slightly more priority

At the momentneither my work or

lifestyle takes priority

At the momentmy work takes

slightly more priority

At the momentmy work takes

much more priority


10. AbOUT ThE SURVEYThe 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 email 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 www.quinntessential.com.au/peoplepulse.htm.

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 0508 733 569, or by email to [email protected].

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11. APPENDIX 1.Jobsecurity-byindustry

0 % 1 0 % 2 0 % 3 0 % 4 0 % 5 0 % 6 0 % 7 0 % 8 0 % 9 0 % 1 0 0 %

Advert./Media/Entertain

Primary Industry

Trades/Personal services

Community & Sport


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

More secureAbout the sameLess Secure

23% 41% 36%

23% 42% 35%

26% 40% 34%

38% 28% 34%

27% 40% 33%

27% 40% 33%

23% 48% 29%

32% 39% 29%

20% 51% 29%

34% 38% 28%

29% 43% 28%

26% 46% 28%

22% 51% 27%

36% 37% 27%

16% 57% 27%

33% 42% 25%

17% 58% 25%

28% 48% 24%

29% 49% 22%

23% 54% 23%

36% 42% 22%

33% 50% 17%

50% 38% 12%

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2.HappinessInthecurrentjob-byIndustry

0 % 1 0 % 2 0 % 3 0 % 4 0 % 5 0 % 6 0 % 7 0 % 8 0 % 9 0 % 1 0 0 %

Insurance

HR & Recruitment

Construction

Advert./Media/Entertain


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

More secureAbout the sameLess Secure

22% 22% 56%

25% 21% 55%

36% 14% 50%

28% 25% 47%

27% 27% 47%

25% 30% 45%

35% 20% 45%

36% 22% 42%

31% 27% 41%

33% 27% 40%

37% 23% 40%

41% 20% 39%

38% 25% 38%

35% 30% 35%

43% 22% 35%

33% 32% 35%

13% 52% 35%

33% 33% 34%

38% 28% 34%

34% 31% 34%

37% 30% 33%

49% 25% 27%

46% 27% 27%

60% 17% 23%

3.Whatemployeesloveabouttheirjobs–byage

LOVE 25 25-30 31-39 40-54 55+

People I work with

Hours of work

Benefits/conditions

Variety ad content of work

Salary

Job Security



Career development

Stress Level



My boss

63%

43%

38%

26%

19%

25%

35%

24%

28%

18%

21%

13%

22%

50%

39%

38%

35%

22%

28%

34%

26%

27%

14%

19%

13%

24%

56%

46%

39%

40%

26%

25%

30%

21%

18%

16%

19%

11%

21%

56%

44%

33%

44%

27%

26%

31%

21%

13%

16%

19%

13%

21%

58%

55%

37%

50%

15%

27%

36%

20%

13%

16%

22%

16%

20%

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4.Whatemployeeshateabouttheirjobs–byage

HATE 25 25-30 31-39 40-54 55+


Salary


Career development

Stress level




Hours of work

Benefits/conditions

Job security

People I work with

My boss

39%

50%

34%

34%

36%

29%

34%

23%

33%

21%

18%

17%

27%

43%

41%

35%

35%

37%

33%

27%

23%

27%

20%

16%

15%

26%

42%

38%

34%

36%

36%

29%

22%

26%

20%

18%

17%

13%

24%

48%

34%

39%

38%

39%

31%

19%

24%

26%

19%

22%

14%

27%

44%

39%

42%

24%

39%

28%

14%

21%

19%

16%

29%

11%

28%

5.Whatisimportantwhenlookingforanewjob–byage

Access

to tr

aining

Compan

y dire

ctions a

nd goals

Salary

Hours of w

ork

Benefits/co

nditions

Job se

curit

y

Career

Dev

elopm

ent

Low st

ress

People I w

ork w

ith

Quality

of man

agem

ent

Varie

ty an

d conte

nt

Workplac

e environm

ent

Compan

y reputa

tion

0 %

1 0 %

2 0 %

3 0 %

4 0 %

5 0 %

6 0 %

7 0 %

8 0 %

9 0 %

1 0 0 %

^25 25-30 31-39 40-54 55+

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SEEK INTELLIGENCE 2006 EMPLOYEE SATISFACTION & MOTIVATION · what really makes employees tick. ......

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Transcript of SEEK INTELLIGENCE 2006 EMPLOYEE SATISFACTION & MOTIVATION · what really makes employees tick. ......