COMP NEWS – A new survey shows that nearly one-fourth of Canadian workers are growing more and more dissatisfied with their jobs, with some industries showing up to two-fifths of workers becoming more discontented since the onset of the COVID-19 pandemic.
Nearly a quarter (24 per cent) of Canadian workers say they are less satisfied with their jobs since the COVID-19 pandemic, according to the Great Workplace Study conducted by Léger for Hamster.
This number jumps to 42 per cent among institutional workers and to 38 per cent among workers in the education and social services sector.
Canadian workers’ satisfaction is down three per cent and their commitment to work has dropped six per cent since 2021, according to the report.
The key to retaining Canadian workers? According to the survey, it’s a straightforward remedy: higher compensation.
What can make workers stay? Salary increases, say 41 per cent of respondents to Léger’s survey for Hamster.
“With the cost of living skyrocketing, workers are placing even more importance on their salary when it comes to evaluating their job satisfaction. Employers cannot ignore this key element in order to contribute to a better employee retention,” says the Hamster report.
According to technology platform organization Qualtrics, internal culture is a key factor not just in managing compensation structures but also in boosting work-life balance and job security.
Building an internal culture to support your focus on employee experience is also key in keeping workers satisfied, according to Qualtrics, a technology platform organization. To do this, you must:
- Use available data to understand what your culture is currently like.
- Start a conversation about career development.
- Boost your work-life balance and job security awareness.
- Encourage diversity, equality, and inclusion across the whole company.
To read more about dissatisfied Canadian workers, click here.
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Comp News is brought to you by CompXL, the flexible compensation software provider that enables mid- to large-size organizations to implement competitive pay structures such as incentive-based compensation plans and pay equity programs.
