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Press release

New research reveals clear mandate for employers

400,000 private sector workers outline issues to focus on as job security fears rise

London, 17 November 2011 - New research of private sector employees shows that many are increasingly frustrated with communication, performance appraisals and development opportunities. The survey results provide a clear mandate for employers to address in order to drive employee satisfaction and engagement and help give business performance a welcome boost.

The research reveals that the number of employees admitting to job security fears has risen to over 33% in 2011. With further budget cuts and pressure on finances predicted, this could worsen as employee satisfaction and engagement also face further falls. To avert this scenario, companies should address the other issues highlighted by employees in this research:

Give employees a voice

  • Workers remain frustrated by employee surveys with 28% saying they don’t believe any action will be taken on survey results
  • In best in class organisations, communication is a two-way process, but over a quarter of respondents (26%) said that they don’t feel free to communicate upwards.

Strike a balance

  • Over one third of workers claim their company doesn’t promote a healthy work-life balance
  • 29% of employees don’t agree that the company treats its employees fairly.

Appraise and develop employees

  • 37% of complain that performance appraisals doesn’t give them any useful feedback
  • Over 30% of workers say their line manager doesn’t support their development
  • 27% of employees bemoan a lack of opportunities for career development.

Hannah Stratford, Head of Business Psychology at ETS, says employers must take decisive action:

Employees recognise that we’re in the midst of another very difficult economic period and most accept that this is likely to impact annual bonus payments and pay increases – which almost half of employees feel are already unfair. Some commentators argue that employees are grateful just to have jobs at present, but employers must address issues that are barriers to better performance. A number of the key HR issues highlighted by employees in our research are not directly related to finances and will cost companies very little to take action on – such as improving communication with employees, offering opportunities for development, acting on engagement survey results and encouraging greater work-life balance. Companies must act swiftly in order to reassure workers, increase engagement and retain talent. Ignoring these issues would be short-sighted as the company stands to benefit hugely from a more satisfied, engaged workforce”