|
2005 Survey Says…Job
Security Remains #1 Employee Magnet & Motivator!
Advancement Gains Steam
in #2 Spot!
Employees Choose to Pay
for Health Provider Choices!
Printer Friendly PDF Summary
More than
1400 employees speak out, informing employers how to best allocate
human capital investments! Successful survey validates last year’s
findings (ranked #1 worldwide by Google, AOL and Yahoo at search =
"employee motivators"), proving extreme
reliability while illustrating key changes this year! Participants
include all categories and compensation levels of employees within 90
miles of metro-Milwaukee, tallied by pay categories and job
classifications. Aggregate findings resemble a typical employer’s
composition by compensation and job classification mix. Highlights
follow, detailing 2005 results and comparing to 2004.
Does this mean
employers can substantially lower training wages while effectively
attracting quality candidates? No!
We already know that financial gain is a primary goal of employment. Studies indicate that employees will not sacrifice more than 10% of
immediate wage for promise of advancement. Candidates will still choose
a permanent job over a temporary job and may sacrifice up to -- but no
more than -- 15% of immediate pay in doing so. Consider human capital
costs of turnover or substandard performance to optimize “bang for your
buck” when setting wages. Degreed professionals, management, sales,
manufacturing, skilled trades, distribution and “other” employee
categories all valued money above benefits, while administrative support
and customer service respondents valued benefits over money.
Training and
feedback remain top change management tools.
High earners value future company model as top priority. Knowledge of
individual gain remains important, especially for core employees earning
$25K and less, yet it decreased slightly, indicating that employees are
beginning to trust change. Trust, as we know, is often built through
delivery of promises and positive outcomes. Warehouse and distribution personnel responded with
substantially more concern for job descriptions than other employee
categories. Employees choose to pay more for expanded health
provider choices. Supervisors continue to grow less patient.
(See "Interpretations" below.)
   
Data
Breakdown Follows... Please reference color coding to match data with
questions.
|
HB |
JD |
Perf. Rev. |
Inc EE Cont |
Out of Pock. |
Less Choices |
Co Model |
Future JD |
Indiv. Gain |
Inc Train/FB |
More |
Less |
Money |
Benefits |
Training |
Advance |
Security |
|
Aggregate 2005 Data Collected August 2004 through January 2005 |
|
21% |
40% |
39% |
40% |
33% |
27% |
23% |
16% |
7% |
54% |
68% |
32% |
14% |
8% |
14% |
24% |
41% |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Aggregate 2004 Data Collected July 2003 through
December 2003 |
|
22% |
40% |
38% |
33% |
33% |
34% |
22% |
16% |
14% |
48% |
73% |
27% |
14% |
8% |
15% |
15% |
48% |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Current Compensation Level:
Less Than $25,000 Annual |
|
29% |
36% |
35% |
47% |
17% |
36% |
15% |
12% |
11% |
62% |
58% |
42% |
12% |
8% |
18% |
27% |
35% |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Current Compensation Level: $25,001-50,000 Annual |
|
16% |
39% |
45% |
35% |
43% |
22% |
27% |
15% |
6% |
52% |
78% |
22% |
16% |
7% |
9% |
22% |
45% |
|
|
|
| 