If you think money is the main motivator for workers, think again. New research reveals what creates the most employee dissatisfaction and can lead to them leaving.
A new survey has revealed that insufficient recognition for work tops the list of workplace deal-breakers.
According to the BambooHR study, recognition was the biggest gripe with 82% of those surveyed, followed by coworkers being promoted ahead of them (79%) and inadequate benefits (72%) on the list of pet peeves that can drive workers out of their organisations.
Also on the list was not being promoted quickly enough (22%) and unhealthy work-life balance (14%).
Only 10% of those surveyed cited low pay as a deal-breaker.
Deborah White, vice president of HR and administration at the American Public Power Association, told the website Associations Now that she was surprised that non-flexible work environments didn’t rate highly on the list.
She said that employers could stop small grievances from becoming serious problems by communicating regularly with employees.
“It’s just keeping your finger on the pulse of your workforce. Participating in surveys of your staff is important, as is regularly touching base and being open and available as an HR department to discuss workforce issues.”
Creating a culture that made people feel appreciated also helped to keep employees positive about their workplace, she said.
According to the BambooHR study, recognition was the biggest gripe with 82% of those surveyed, followed by coworkers being promoted ahead of them (79%) and inadequate benefits (72%) on the list of pet peeves that can drive workers out of their organisations.
Also on the list was not being promoted quickly enough (22%) and unhealthy work-life balance (14%).
Only 10% of those surveyed cited low pay as a deal-breaker.
Deborah White, vice president of HR and administration at the American Public Power Association, told the website Associations Now that she was surprised that non-flexible work environments didn’t rate highly on the list.
She said that employers could stop small grievances from becoming serious problems by communicating regularly with employees.
“It’s just keeping your finger on the pulse of your workforce. Participating in surveys of your staff is important, as is regularly touching base and being open and available as an HR department to discuss workforce issues.”
Creating a culture that made people feel appreciated also helped to keep employees positive about their workplace, she said.
