In a time of uncertainty, it is all the more important to take good care of your employees. A slight increase can be seen in 2020, both in employee satisfaction and in the degree of involvement, compared to the previous year. However, the enthusiasm lags behind. For example, only a quarter of the working Netherlands recommend their own employers and 29% do so even to a weak extent or not. The eNPS * is -3%, according to the national employee perception survey of Integron, carried out among 4500 employees in 10 different branches.
“Due to the current circumstances, the focus is logically on the well-being of everyone and employers in the short term have their hands full with the impact that the corona virus entails. But let's not lose sight of the long term, because challenges such as satisfaction, loyalty and employee retention remain, ”says Arjen Maliepaard, Managing Director at Integron.
employee satisfaction and loyalty stagnates
How satisfied is your employee? This is a question many employers are struggling with. With a satisfaction of 6,7 and an eNPS of -14% in 2017, to a 7,0 and an eNPS of -4% in 2018, a clear increase was visible. Although we know that many organizations have had employee satisfaction high on the agenda in the past year, we see that growth is stagnating: a 7,1 and an eNPS of -3%. Where does that come from?
A quarter is very proud (26%) to work for their employer and the same percentage (26%) feels involved. However, only 15% have the feeling that they can really do their justice and get the best out of themselves.
"There is still a lot to be gained for organizations there," said Maliepaard. “Employees who can get the best out of themselves are the best ambassadors for your organization. And in theory it is simple: customers who switch with enthusiastic employees are more satisfied, more loyal and more likely to remain customers. ”
rising eNPS despite high workload
It is well known that the workload in education is high. However, this does not yet affect the degree of enthusiasm and loyalty of the employees. In comparison with 2018, the eNPS has increased from 4% to 11%. On the other hand, there is concern where the high workload does take its toll. There, the eNPS dropped from 5% to 1%. Within the wholesale and industrial sectors, the eNPS is lowest: -10%, followed shortly by the government (-8%).
When employees have no emotional connection or when the work content of other employers is better, people are more likely to apply; one in two employees sees missing a challenge as the main reason for switching.
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