From Stowe Boyd’s ‘Workplace Newsletter’:

CNBC and Survey Monkey worked together on a Q1 2019 @Work Survey

“85% of respondents say they are very or somewhat satisfied with their jobs. Despite the overall optimism, only 9% of workers gave top ratings across all 5 categories of the Workplace Happiness Index. Additionally, 27% say they are not well paid and 30% have seriously considered quitting their job in the last 3 months.”


“Our study clearly reveals that workplace happiness is richly nuanced. While a big majority of U.S. workers are at least somewhat satisfied with their jobs, there are a lot of negatives when it comes to how people relate to their work,” said Jon Cohen, SurveyMonkey’s chief research officer. “Whether it’s the fact that a quarter of all young workers doubt their contributions are valued, or that 40% of all workers don’t see clear opportunities ahead, shows that simple ‘up or down’ measurements of job satisfaction never tell the whole story. If companies want to hire and retain great employees, they need to open up feedback loops to get at the ‘why’—learning what makes people happy and productive. Only through engaging in conversations at scale can managers bring meaningful change to the way their employees experience work and the workplace.”

The Survey

Nuanced? Sorry … "30% have seriously considered quitting their job in the last 3 months.: That is not nuanced. That is a very loud warning signal.

This came to me via Stowe Boyd - who reminds us that

“Frederick Herzberg’s Two-Factor Theory states that job satisfaction and dissatisfaction are two semi-independent dimensions, so the Workplace Happiness Index is set up wrong. Job satisfaction is driven by personal issues: challenging work, responsibility, autonomy, and the respect of others, while job dissatisfaction is tied to shared, community concerns, like working conditions, management style, low salaries, and poor benefits.”

Translation : If you are an average company, 30% of your staff are seriously pissed off with you.

Maybe they should pay more attention to this guy:

Richard Wellins On PromotionRichard Wellins On Promotion

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