Two thirds of Poles declare that they are not afraid of losing their job or a decline in the number of orders. The problem is that stability does not translate into actual satisfaction.
— Almost 70 percent employees feel safe in their positions. However, it surprises me that despite the widespread belief in the importance of workplace stability in these uncertain times, a high sense of security does not translate into a higher level of happiness at work – comments Paulina Król, Chief People and Operations Officer at No Fluff Jobs.
Would we recommend your employer to others?
According to the report, the average level of happiness at work is only 5.7 on a ten-point scale, which is exactly the same as the year before.
The NPS indicator, which measures an employee's willingness to recommend his employer, is even worse. The result of minus 37 points is a picture of a deep crisis of trust: people who would recommend their company are only 19%. subjects. There are three times as many critics – as much as 56%..
The tendency to recommend a job is most influenced by relationships: Friendly atmosphere at work (48.9%) and colleagues you can count on (46.1%) were the main factors in this category.
This is a signal that loyalty to the employer is becoming a scarce good, and the image of many workplaces is based more on relationships within the team than on the actions of the employer himself.
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The problem is not just salaries
The most important factor in building happiness remains remuneration. Although they are indicated by the vast majority of respondents (86.9%), only 40.7 percent people think their salary is fair.
The issue of appreciation is similar – over 40 percent employees declare that their achievements are not noticedwhich effectively reduces motivation and sense of purpose.
— Money may not buy happiness, but it creates a real sense of security and agency. At the same time, the data clearly shows that people need something more at work. 75 percent employees indicate the atmosphere as a condition of happiness, which clearly says – a safe environment free from mobbing, tension and uncertainty is still one of the strongest predictors of engagement and retention – emphasizes Monika Smulewicz, CEO of HR at Szpilki, in the report.
The problem is that almost half of employees believe that they do not have access to sufficient training or mentoring support. Half of people also do not see any space to develop competences, especially those related to new technologies or artificial intelligence.
Time is of the essence for employees
This year's edition of the study confirms that this is a strong trend. Time is truly becoming the new currency in the labor market. Shorter working week is the most frequently mentioned benefit, more important than bonuses, private medical care or the ability to work from anywhere. As many as 61 percent want it. respondents. This is a response to fatigue and the growing need to maintain a balance between work and private life.
Additional leave, flexible forms of work and the possibility of remote work have not disappeared from the list of expectations, but they clearly lose out to free time, which is missing in virtually every professional group.
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Employees need development and a sense of purpose
Almost half of employees believe that their company lacks space for development. Some have the opportunity to learn new technologies, but for many – especially those with longer experience – access to training remains limited. Every third employee points out that their daily duties lack a sense of meaning.
— Employees clearly communicate that they lack factors related to self-fulfillment and a long-term perspective. This is a strong message that employees no longer want to just tick off tasks, but want to see value in it and understand why they do it. Lack of development and meaning is a direct path to burnout – warns Mateusz Tapasz, CEO of SmartLunch.
The recipe for more engaged teams is not complicated. Employees look for organizations that focus on fair salaries, genuine concern for well-being, clear development paths and flexibility in organizing work.
The biggest surprise, however, is how quickly priorities change. A shorter working week – a benefit that was until recently treated as unrealistic – is now becoming one of the most important expectations of Polish employees. And in the coming years it may become a new dividing line between companies that attract talents and those that will lose them.
