Employees happy with independence in firms but want more say in decision-making process
On the whole, employees in Quebec are very satisfied with their employers, according to a new survey by the province's HR association.
The survey of 1,003 workers by the Ordre des CRHA et CRIA du Québec (ORHRI), found 90 per cent of them are satisfied with the independence they have on the job, 86 per cent are satisfied with the work environment in their organization and 86 per cent are satisfied with their employer's reputation.
"These are three of the elements that define employers of choice. That's why it's encouraging to see that many Quebec employers clearly understand current HR management issues and are integrating them into their organizations," said Florent Francoeur, ORHRI president and CEO.
However, employers still have some room for improvement. For instance, employee satisfaction is lower in terms of:
•employer recognition (71 per cent)
•the potential for promotion (68 per cent)
•participation in the decision-making process (68 per cent).
Dissatisfaction is higher among unionized workers:
•45 per cent are dissatisfied with their involvement in the decision-making process (versus 18 per cent for non-unionized workers)
•42 per cent are dissatisfied with employer recognition (versus 19 per cent for non-unionized workers)
•33 per cent are dissatisfied with the potential for promotion in their present job (compared to 24 per cent for non-unionized workers).
"These figures stress how important it is to seriously examine the challenges currently facing unionized workplaces. However, it should also be remembered that unionized workers are often more satisfied with general working conditions like job security and benefits. Nonetheless, the adoption of distinctive HR practices to meet workers' new needs and expectations implies a level of flexibility that collective agreements don't always allow for," said Francoeur.
The survey also found 26 per cent of respondents would leave their current jobs if they were offered more money, while five per cent would leave if a new job offered new challenges, a better working environment, more flexible working hours or job security. But 20 per cent of respondents said they wouldn't change jobs under any circumstances.
"An organization that succeeds in creating a prestigious employer brand has a strong competitive edge. People will want to work for this company because of its reputation as a good employer. They will only leave for an employer that has an even a better reputation in all areas. And that's where the strength of the expertise HR professionals can contribute comes into play," said Francoeur.
The survey of 1,003 workers by the Ordre des CRHA et CRIA du Québec (ORHRI), found 90 per cent of them are satisfied with the independence they have on the job, 86 per cent are satisfied with the work environment in their organization and 86 per cent are satisfied with their employer's reputation.
"These are three of the elements that define employers of choice. That's why it's encouraging to see that many Quebec employers clearly understand current HR management issues and are integrating them into their organizations," said Florent Francoeur, ORHRI president and CEO.
However, employers still have some room for improvement. For instance, employee satisfaction is lower in terms of:
•employer recognition (71 per cent)
•the potential for promotion (68 per cent)
•participation in the decision-making process (68 per cent).
Dissatisfaction is higher among unionized workers:
•45 per cent are dissatisfied with their involvement in the decision-making process (versus 18 per cent for non-unionized workers)
•42 per cent are dissatisfied with employer recognition (versus 19 per cent for non-unionized workers)
•33 per cent are dissatisfied with the potential for promotion in their present job (compared to 24 per cent for non-unionized workers).
"These figures stress how important it is to seriously examine the challenges currently facing unionized workplaces. However, it should also be remembered that unionized workers are often more satisfied with general working conditions like job security and benefits. Nonetheless, the adoption of distinctive HR practices to meet workers' new needs and expectations implies a level of flexibility that collective agreements don't always allow for," said Francoeur.
The survey also found 26 per cent of respondents would leave their current jobs if they were offered more money, while five per cent would leave if a new job offered new challenges, a better working environment, more flexible working hours or job security. But 20 per cent of respondents said they wouldn't change jobs under any circumstances.
"An organization that succeeds in creating a prestigious employer brand has a strong competitive edge. People will want to work for this company because of its reputation as a good employer. They will only leave for an employer that has an even a better reputation in all areas. And that's where the strength of the expertise HR professionals can contribute comes into play," said Francoeur.
