CIPD: “The CIPD/Halogen Software Employee Outlook survey of more than 2,500 employees found that 30 per cent felt their employer’s appraisal process was unfair with less than 40 per cent considering it fair. A similar proportion (32 per cent) told the survey they felt progression within their organisation was unachievable, with one in five reporting that their managers fail to explain objectives and expectations effectively.
Staff in the public sector showed most concern about performance management processes, with more respondents reporting them as unfair than fair.These findings, combined with further results showing that workers’ trust in senior leaders has hit a two year low, do not paint a rosy picture of employee engagement.
However, there was some good news as job satisfaction has increased in all sectors compared with 2013.
According to the net satisfaction scores – the proportion of people agreeing with a statement versus those disagreeing – satisfaction had risen from +40 to +42 from the Winter Employee Outlook survey.
Following the research results, the CIPD has called on managers to take the initiative and talk to their employees about development or risk losing valuable talent. The survey showed that employers in the voluntary sector may be particularly affected by this threat as staff in the sector were most likely to feel that career progression was unachievable, while the proportion who said they were looking for a new job has risen from 24 per cent to 27 per cent.
“It’s not surprising that job seeking intentions are still high, as employees lack faith in their leaders and managers,” said Claire McCartney, research adviser at the CIPD. “This survey shows a marked increase in negative perceptions of senior managers, with overall trust and confidence in senior managers hitting a two year low. Trust and confidence levels are particularly low in the public sector, and have potentially been influenced by the current unrest and strike action taking place in this sector.
“The survey also reveals real performance management and progression issues. Again this is likely to be linked to the current unrest in that sector related to pay, pensions and performance. There are also real concerns regarding progression across sectors but particularly in the voluntary sector, with more employees currently feeling that career progression is unachievable as opposed to achievable.”
Donna Ronayne, vice president of marketing and business development at Halogen Software, agreed that employers need to be proactive about their retention strategies to prevent losing talent as the jobs market improves.
“This means ensuring your performance management processes are clear and consistent and used to align employees to the vision of the organisation. It’s also important that your processes be used to strengthen the manager-employee relationship where regular coaching and feedback are the norm,” she said.