3 Crucial Ways to Increase Employee Happiness
How do working adults around the world really feel about where they work — and what dream jobs do they aspire to? The good news: our 2017 Dream Jobs Report found that employees who believe dream jobs are possible are happier, and, per a recent study from the University of Warwick, happy employees are more productive — 12% more productive, in fact. The challenge: over 1 in 3 working adults are actively looking for that new dream job at any given moment, and almost half daydream about it in the meantime.
— 70% of employed adults believe finding a dream job is possible — but only 44% actually feel they’ve already found theirs.
— Millennials are more optimistic about finding their dream job than Baby Boomers, but both generations are split over how they feel about their current roles.
— Workers in the US are most likely to have their dream job, while workers in the UK are least likely to feel like they’ve made it with their current role.
Over half of technology workers on the fence about their job — and therefore poachable. Here are three tips for pushing reset on relationships with valued employees who may not be totally satisfied. When it comes to attracting the best talent for your team, competitive salaries are still what get you through the door. However, our analysis of what motivates people to stay with or leave a company over time paints a more actionable picture for employers looking to retain their best team members and attract new high-performing teammates.
Salary is still #1 — but it’s not everything.
Our analysis shows that loving or hating your job pivots first upon how you feel about your compensation. Nearly 3 in 4 workers who hate their job say they stay there in the meantime predominantly because they need the financial stability while they search for something new — and 1 in 2 workers report that they left their most recent job because the salary didn’t cut it. Besides being underpaid, the most common cited grievances by people who hate their job include lack of opportunities for growth, a lackluster company culture, or not getting along with their manager or colleagues.
According to survey responses, people who love their jobs reported interesting work (38%), salary (37%), and work-life balance (34%) as the most important factors influencing their happiness at work. Of people who love their jobs, 9 in 10 believed their dream job was possible and were driven most by intrinsic motivators like doing impactful work.
Non-financial ways to increase employee loyalty
|44% would be happier with better company leadership.||27% would like to feel their work is more appreciated by their team.|
Dig into what motivates each individual.
Beyond offering fair compensation, take the time to figure out what makes each individual employee tick. Our study shows that people who hate or feel iffy about their jobs tend to focus more on extrinsic factors — like better pay, work-life balance, and feeling appreciated for their work. On the flip side, once salary expectations are met, many people are intrinsically motivated by things like building mission-driven products and services they feel proud to have on their resumes, or opportunities to learn.
Intrinsic vs. extrinsic motivators
|85% of working adults want to be challenged at work — and almost half would take a pay cut to learn more on the job.||57% of working adults are more likely to accept or stay with a job if there is flexibility in salary and benefits negotiation.|
The longer a worker spends looking for a job, the less likely they are to believe that dream jobs are possible; in fact, optimism drops 10% every 3 months that they spend on the hunt. With tools like Hired, you can cut time-to-hire in half and attract the right talent faster.