If you could have one perk - any
perk - in your workplace, what would it be? If you had the choice, would you
rather have a bigger title or a bigger office? If you were thinking about
leaving your company, what would make you stay? A new CareerBuilder survey
explores which job factors are most important to today’s workers. More than
3,900 full-time workers nationwide participated in the survey conducted online
by Harris Interactive from November 1 to November 30, 2012.
Nearly one-third of employers (32
percent) reported that top performers left their organizations in 2012 and 39
percent are concerned that they’ll lose top talent in 2013. While most workers
(66 percent) stated that they are generally satisfied with their jobs, one in
four (25 percent) said they will change jobs in 2013 or 2014.
How important is title?
While upward mobility is a key
factor in job satisfaction and employee retention, having a certain title isn’t
important to more than half of workers (55 percent). The vast majority (88
percent) reported that salary matters more. Other factors that outrank job
title in what is most important to workers are:
-- Flexible schedule – 59 percent
-- Being able to make a difference – 48 percent
-- Challenging work – 35 percent
-- Ability to work from home – 33 percent
-- Academic reimbursement – 18 percent
-- Having an office – 17 percent
-- Company car – 14 percent
Do perks matter?
Twenty-six percent of workers said
that providing special perks is an effective way to improve employee retention.
When asked to identify one perk that would make their workplace more
satisfying, early dismissals, convenient gym access and casual dress scored
highest:
1) Half-day Fridays – 40 percent
2) On-site fitness center – 20
percent
3) Ability to wear jeans – 18
percent
4) Daily catered lunches – 17
percent
5) Massages – 16 percent
6) Nap room – 12 percent
7) Rides to and from work – 12
percent
8) Snack cart that comes around the
office – 8 percent
9) Private restroom – 7 percent
10) On-site daycare – 6 percent
What ultimately entices workers to
stay with a company?
Not surprising, the majority of
workers (70 percent) reported that increasing salaries is the best way to boost
employee retention while 58 percent pointed to better benefits. Other actions
workers said employers should take to reduce voluntary turnover include:
-- Provide flexible schedules – 51 percent
-- Increase employee recognition (awards, cash prizes, company
trips) – 50 percent
-- Ask employees what they want and put feedback into action –
48 percent
-- Increase training and learning opportunities – 35 percent
-- Hire additional workers to ease workloads – 22 percent
-- Provide academic reimbursement – 22 percent
-- Carve out specific career paths and promote more – 21
percent
-- Institute a more casual dress code – 14 percent
