Job Satisfaction Survey Points to Major Workplace Issues

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July 2009 -  Atlanta, GA

Chart Your Course International completed the 2009 Job Satisfaction Survey in July. The survey focused on how people felt about their jobs and their working environment during the economic downturn. Respondents were asked 13 questions relating to job frustration, trust, motivation, employee retention and communication in the workplace. Over 200 people responded to the online survey.

There were several key issues identified. The most notable change from previous surveys was how people felt about their senior executives. Over 20% of the respondents indicated they do not trust their executives. Additionally, over 35% felt their executives did not make sound and informed decisions.

During the past 12 months 39% of the workforce felt their productivity had improved on the job, while 28% felt it had decreased. On a positive note, 68% of the workforce felt motivated to do a good job. However, the majority of respondents said “poor communication” and a feeling of a “lack of appreciation” plague most workplaces.
One question asked participants to indicate if they were going to quit or stay with their employer when the economy improves. The survey indicated 49% of the current workforce plan on staying while 21% said they are definitely planning to leave. However, 29% indicated “they did not know.”

“The percentage of workers who said ‘they did not know’ should concern employers the most,” according to Gregory P. Smith, President of Chart Your Course International and the creator of the survey.

Comments from the survey indicate some businesses have resorted to a caustic “you should be thankful you have a job” mentality. “As a result, this may have unintended consequences and could negatively impact on employers when the economy starts to rebound” says Smith. Employers may face a significant percentage of workers who may abandon ship for a better place to work just when they need to ramp up. The additional recruitment, turnover and training costs could place employers in even greater financial jeopardy. Smith adds, “A good place to work is a good place to work during good times and bad.”

Chart Your Course International helps organizations create good places to work that maximize their effectiveness and profitability by improving the performance of their people. They deliver a portfolio of performance improving strategies that produce measurable results by strengthening the performance and productivity of individual employees and organizations as a whole.

This was a random survey and should not be considered scientifically valid. The results are only indications of what may exist in your organization.

 

Job Satisfaction Survey Conducted June 2009 Number of submissions (211) Read individual comments

1-1. I am currently employed.
	1)		Yes		205 (97.2%)
	2)		No		6 (2.8%)
1-2. What causes you the greatest frustration at work? (Part 1)
	1)		Fear of losing my job		14 (6.6%)
	2)		Don't trust my leaders		45 (21.3%)
	3)		Lack of productivity		18 (8.5%)
	4)		Poor pay and benefits		8 (3.8%)
	5)		Too many bosses telling me what to do		3 (1.4%)
	6)		People not taking initiative		42 (19.9%)
	7)		Lack of career advancement		31 (14.7%)
	8)		Other (See below)		48 (22.7%)
1-3. What causes you the greatest frustration at work? (Part 2)
	1)		Lack of appreciation		34 (16.1%)
	2)		Workloads too heavy		22 (10.4%)
	3)		Internal conflict		26 (12.3%)
	4)		Lack of accountability		46 (21.8%)
	5)		Poor communication		52 (24.6%)
	6)		Other (See below)		23 (10.9%)
1-4. Compared to 12 months ago, do you feel your productivity has
	1)		Increased		82 (38.9%)
	2)		Decreased		59 (28.0%)
	3)		Stayed the same		69 (32.7%)
1-5. When the economy improves, are you going to
	1)		Stay at your job		104 (49.3%)
	2)		Leave your job		44 (20.9%)
	3)		Don't know		62 (29.4%)
2-1. I feel my organization is a good place to work.
	1)		Strongly Disagree		5 (2.4%)
	2)		Disagree		11 (5.2%)
	3)		Neutral		43 (20.4%)
	4)		Agree		87 (41.2%)
	5)		Strongly Agree		64 (30.3%)
2-2. Employees and staff in this organization work together well.
	1)		Strongly Disagree		6 (2.8%)
	2)		Disagree		34 (16.1%)
	3)		Neutral		53 (25.1%)
	4)		Agree		92 (43.6%)
	5)		Strongly Agree		23 (10.9%)
2-3. This organization views its employees as valued resources.
	1)		Strongly Disagree		15 (7.1%)
	2)		Disagree		50 (23.7%)
	3)		Neutral		46 (21.8%)
	4)		Agree		66 (31.3%)
	5)		Strongly Agree		32 (15.2%)
2-4. I am motivated to do a good job.
	1)		Strongly Disagree		4 (1.9%)
	2)		Disagree		26 (12.3%)
	3)		Neutral		39 (18.5%)
	4)		Agree		80 (37.9%)
	5)		Strongly Agree		60 (28.4%)
2-5. I trust my executives to make sound and informed decisions.
	1)		Strongly Disagree		19 (9.0%)
	2)		Disagree		54 (25.6%)
	3)		Neutral		42 (19.9%)
	4)		Agree		65 (30.8%)
	5)		Strongly Agree		29 (13.7%)
2-6. Is your organization's employee suggestion program effective?
	1)		Yes		36 (17.1%)
	2)		No		82 (38.9%)
	3)		We don't have one		76 (36.0%)
2-7. The amount of work expected of me is negatively impacting the quality of my life.
	1)		Strongly Disagree		31 (14.7%)
	2)		Disagree		79 (37.4%)
	3)		Neutral		47 (22.3%)
	4)		Agree		36 (17.1%)
	5)		Strongly Agree		16 (7.6%)
2-8. My organization rewards excellent performance.
	1)		Strongly Disagree		24 (11.4%)
	2)		Disagree		46 (21.8%)
	3)		Neutral		67 (31.8%)
	4)		Agree		54 (25.6%)
	5)		Strongly Agree		19 (9.0%)
3. Our organization does a good job communicating.
	1)		Strongly Disagree		26 (12.3%)
	2)		Disagree		47 (22.3%)
	3)		Neutral		61 (28.9%)
	4)		Agree		66 (31.3%)
	5)		Strongly Agree		8 (3.8%)

© Chart Your Course International Inc. 2009

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