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MANILA – More companies are measuring job satisfaction among their employees this year, according to JobStreet.com Philippines’ Job Satisfaction Report.

From only 69 percent in 2014, 77 percent of employers this year claim to have taken the effort of measuring job satisfaction among those working for them. More employers consider job satisfaction “quite important” compared to last year while the percentage of companies that consider job satisfaction “very unimportant” remains at 4 percent, same as last year.

Comparing the results of employer and employee perceptions of job satisfaction also reveals a difference in what they consider as primary factors that affect the latter’s levels of happiness at work. While 62 percent of employees cite fulfillment with job role as the second most popular driver for happiness, only 23 percent of employers think of it as an important factor.

However, programs that may be related to job role are conducted by companies to boost employees’ satisfaction levels. Programs that directly affect job role such as job expansion and rotation are used by 35 percent of employers, while learning & development programs to improve employee competencies are adopted by 59 percent of respondents. Regular salary reviews and competitive benchmarking, at 68 percent, is the most popular company program used to address employee dissatisfaction.

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It is also important to note that these programs to satisfy employees vary with company size. Companies with fewer than 10, 11-50, and 101-500 employees utilize salary-related programs and camaraderie-boosting activities such as family day and sports fests. Team-building seminars are popular with companies having 51-100 employees, while those with more than 500 employees favor learning & development programs.

The study also sheds light on common reasons for leaving cited during exit interviews. Sixty percent of employers claim that employees resigned due to poor salary, company benefits, & incentive packages, while other reasons come at the heels of each other – 45 percent claim poor relationships with colleagues and 44 percent cite work location inconvenience and lack of learning & development programs for personal and career growth.

When employees threaten to resign, employer reactions also vary depending on the company size. Employers with more than 500 employees are the most aggressive in retaining dissatisfied employees by addressing their concerns and/or providing a counter-offer. Seventy-eight percent of smaller companies, or those with fewer than 50 employees, tend to take note of their employees’ concerns but do not stop them from leaving.

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