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A Grass Roots Projectlink Report

EmployeeAttitudesWhat Your Staff Are Saying

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Employee Attitudes

A management tool

Introduction

The CIPDs quarterly survey of employee attitudes was published at the end ofJuly 2010 and once again highlights the way employees are feeling with regards

to various subjects within the workplace.

A total of 2096 UK employee opinions form the content of the report. The

sample of respondents were deemed to be representative of the workforce in

Great Britain and included the following:

Mixture of public, private, voluntary and other organisations

Differing sizes of organisation (from sole trader to large organisations of

250+ employees)

Respondent age ranges from 18 to 55+

This report will investigate the results of the latest survey and will focus on the

following areas:

Job satisfaction

Attitudes towards management / senior managers

Staying in current roles

Pressure at work

The recession

Job seeking

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Job Satisfaction

Are your staff happy in their work? Dothey jump out of bed every morning,

looking forward to the challenges

ahead? Or does the mere sound of

their alarm clock strike fear to their very

core?

Overall, job satisfaction remains low

at +35. This shows another small

decrease since April and a substantial

drop since Spring 2009. (+46)

The results for each age group

surveyed, can be found in diagram 1.

18-24 year olds the group that

represents the future of work in the UK

- are still the most unsatised when it

comes to their job. On the other end of

the scale, the age group still most likely

to be satised with their jobs are thoseof 55+ years.

Diagram 1. Employee net satisfaction by age

Summer 10 Spring 10 Winter 10 Autumn 09

18-24 +3 +7 +5 +28

25-34 +31 +27 +24 +25

35-44 +34 +33 +35 +43

45-54 +26 +33 +34 +39

55+ +53 +59 +54 +55

Diagram 1b. Employee net satisfaction by sector and size or organisation

Summer 10 Spring 10 Winter 10

Overall +35 +36 +35

Voluntary Sector +53 +44 +55

Private sector rm or company +33 +36 +34

Public sector +31 +34 +35

Sole traders +53 +72 +60

Micro businesses +50 +53 +48

Small businesses +28 +41 +33

Medium businesses +32 +32 +29

Large businesses +28 +24 +29

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Employee Attitudes

A management tool

Attitudes Towards Management

Employees continue to hold generallypositive attitudes towards their

immediate line management, however,

all ratings have dropped since April

2009. The results of attitudes towards

management are shown in diagram 2.

Diagram 2. To what extent does your immediate supervisor/manager usually or always do each of the following? (%)

Summer 10 Spring 09 Winter 09 Spring 09

Consults me on matters of importance to me 53 54 52 53

Discusses my training and development needs with me 38 36 40 40

Recognises when I have done a good job 53 52 57 57

Makes me feel my work counts 50 49 48 53

Gives me feedback on how I am performing 44 43 44 46

Is open and honest 59 56 55 60

Is supportive if I have a problem 62 60 62 64

Keeps me in touch with whats going on 49 48 47 51

Makes clear what is expected of me 58 55 56 58

Listens if I have a suggestion to make 61 60 61 63

Treats me fairly 67 68 68 70

Is committed to my organisation 71 68 68 71

Makes sure I have the resources to do the job 52 51 51 54

Coaches me on the job 28 27 28 30

Diagram 3. Net satisfaction scores with the following statements about directors/senior managers

Summer 10 Spring 10 Winter 09 Autumn 09

They consult employees about important decisions -29 -27 -28 -30

They treat employees with respect +12 +9 +11 +11

I trust them -2 -5 -1 +3

I have condence in them +2 +1 +2 +1

They have a clear vision of where the organisation is going +16 +15 +17 +17

Employees continue to hold negativeattitudes towards senior managers

with the key reason being a lack of

consultation about important decisions.

This will need to be addressed to

improve employee engagement,

motivation and staff retention in the

long term. See diagram 3.

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Staying in Their Current Job

Workload and Pressure at Work

When asked the reasons for stayingin their current role, the top reason

given by employees was because of

job satisfaction. (45%) The result of

the same question a year ago brought

about the same answer but with a

much lower score.

The results across varying sectors can

be found in diagram 4.

40% of surveyed employees were

feeling under excessive pressure either

every day or once or twice a week,

however, there has been a drop overall

in the proportion of employees feeling

the strain at work.

Diagram 5. Proportion of respondents feeling under excessive pressure at work (%)

All Men Women Private Sector Public Sector

Voluntary

Sector

Every day 13 16 11 14 15 10

Once or twice a week 27 28 27 26 30 29

Once or twice a month 25 22 29 26 26 18

Less frequently than once a month 22 21 22 21 20 27

Never 13 14 12 13 9 15

The most likely groups to feel under

excessive pressure are:

Men

Public sector employees People aged between 45 and 54

Diagram 4. Main reasons given for employees staying in their current job

Summer 10 Summer 09

I trust the senior management team 6 0

I would nd it difcult to nd a new job at the moment 23 11

I enjoy working with my colleagues 29 8

I have a good line manager 13 2

I receive good pay and benets 21 9

I have a good pension 12 3

I receive a good bonus 4 0

I have job satisfaction 45 32

I have good career development opportunities 7 2

I have good training and development opportunities 6 1

I like my customers/clients 18 5

My job is secure 22 13

I would receive a decent redundancy payment 5 1

Other 17 13

Dont know 1 0

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Employee Attitudes

A management tool

Work-Life Balance

When it comes to achieving the rightwork-life balance, the recession does

not appear to have had a detrimental

effect, as scores have not really

changed from previous quarters. 61%

of surveyed employees believe that they

achieve the right balance between their

work and home lives. See diagram 6.

Diagram 6. I achieve the right balance between my work and home lives (%)

All Men Women Private Sector Public Sector

Voluntary

Sector

Strongly agree 14 13 15 13 13 17

Agree 47 43 50 48 45 45

Neither agree nor disagree 15 17 13 15 16 15

Disagree 18 19 16 18 19 17

Strongly disagree 6 8 5 6 7 5

Not sure ~ ~ 1 ~ 1 ~

Once again, the youngest age groupare less satised whilst the oldest

employee age group score the highest

in this category.

Diagram 7. My manager provides support to help me manage my work-life balance (%)

All Men Women Private Sector Public Sector

Voluntary

Sector

Strongly agree 8 7 8 8 5 8

Agree 29 26 33 28 32 33

Neither agree nor disagree 26 25 26 27 21 29

Disagree 23 26 20 23 26 18

Strongly disagree 14 15 13 13 15 13

Not sure 1 1 ~ ~ 1 ~

More than a third (37%) of surveyedemployees agree that their organisation

help them manage their work-life

balance whilst 41% receive support

directly from their line manager in this

area. See diagram 7.

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The Recession

Not surprisingly, the recessionhas had a negative impact on

how secure employees feel within

their organisation. Overall, 18%

of employees surveyed, think it is

likely that they could lose their job

as a result of the recession, a slight

decrease from 19% since the spring.

(See diagram 8)

In addition to the worry of possibleredundancy, employees are also more

pessimistic about their chances of

nding a new job should they lose

their current one with 66% having this

concern.

Diagram 8. How likely do you think it is that you could lose your job as a result of the recession? (%)

All

Private

Sector

Public

Sector

Voluntary

Sector

Very likely 4 4 5 2

Likely 14 13 21 11

Neither likely or unlikely 27 28 23 22

Unlikely 31 31 30 34

Very unlikely 19 20 16 25

Dont know 5 5 5 7

The public sector is denitely seeingthe worse of the recession with

spending cuts, both announced and

pending, having a negative impact.

People working in the private and

voluntary sectors have not seen

improvements in the current situation

but state that conditions are not

getting worse.

Almost a quarter of UK employees arecurrently looking for a new job whilst

36% have said that they would like

to change jobs in the next year. Are

you at risk of losing some of your most

talented people in the forthcoming

months?

Diagram 9. In which ways, if at all, has your organisation been affected by the recession? (%)

All

Private

Sector

Public

Sector

Voluntary

Sector

It has made redundancies 31 34 26 22

It is planning to make redundancies 16 10 40 12

It has cut back on training 22 19 38 18

It has cut back on the number of hours that people work 21 24 13 10

It has increased the number of hours that people work 5 5 4 4

It has frozen pay 40 38 51 30

It has cut pay 7 7 7 2

It has frozen recruitment 34 31 56 16

It has reduced the amount contributed to employee pensions 5 5 4 3

It has reduced employee benets / perks 16 17 15 16

It has been affected in some other way 23 19 32 42

It has not been affected by the recession 13 15 3 15

Dont know 5 5 6 4

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Employee Attitudes

A management tool

Key Points

Your employees are not the happiestbunnies at the moment. They need

support, reassurance and regular

communication

Negative situations in your workplace,such as stress and bullying, need

addressing

There is obvious disparity betweenemployees and senior management

which is having a negative effect on staff

motivation and ultimately, retention

Communicate, communicate,communicate keep your employees in

the loop and they will automatically feel

more engaged

About Us

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Our House, 60 Waldegrave Road

Teddington, Middlesex, TW11 8LGt: +44 (0)20 8977 9776

e: contact@grassrootsprojectlink.com

w: www.grassrootsprojectlink.com

Employers are going to have to continueto work hard to re-build motivation and

commitment among employees bruised

by job insecurity, lack of consultation

over change, pay freezes and cuts, as

well as increases in stress and conict