ew research on employee sentiment shows significant declines in employee satisfaction and commitment to their employers since last year, most noticeably with regard to compensation, work/life balance, benefits and career goals.
HR consultancy Mercer’s 2022 Inside Employees’ Minds study found that concerns over inflation have made financial health employees’ greatest unmet need, based on a survey of 4,049 full-time employees in the U.S. at organizations with more than 250 employees. The survey was conducted between Aug. 26 and Sept. 9, 2022.
The top three factors that would cause respondents to consider leaving their employer were:
- Insufficient pay. Nearly 1 in 3 employees making less than $60,000 per year said they’ve taken on additional work to supplement their income, the survey showed.
- Burnout due to a demanding workload. More than half (51 percent) of employees reported feeling exhausted during a typical day at work.
- Insufficient health care benefits. Sixty-eight percent of employees reported challenges with getting the care they need, with the top challenge being trouble affording costs not covered by health plans, such as deductibles and co-pays.
Concerns about physical health declined somewhat this year as health and safety measures at work and the threat posed by COVID-19 have improved, although physical health still was a top concern overall (No. 4, down from the No. 1 spot last year).
Making Ends Meet
“During the pandemic, organizations led with empathy and prioritized health and flexibility,” said Adam Pressman, Mercer’s U.S. employee research leader. “But 2022 has brought new challenges—inflation, labor shortages, a war in Ukraine and more.”
“Others, who have their basic financial needs met, are placing increased importance on their lives outside of work,” he noted.
Additionally, fewer than half of respondents feel confident they can turn their retirement savings into a steady retirement income. When asked what changes they would value most in retirement benefits, employees overall chose an increase in the contribution amount matched by their employer.
Employees under 45, who are less likely to have discretionary income to contribute to their retirement plan, would value matching payments made to student loan debt and contributions to a health savings account.
“In 2022, employees value a workplace that centers on well-being, where they have more-sustainable workloads and more resources to support their holistic health—financial, physical, and mental,” said Lauren Mason, senior principal for Mercer’s career business practice. “We see this as a defining moment, a new contract between employers and employees. Employers who adopt this lifestyle contract will gain a committed and productive workforce and be an employer of choice in today’s job market.”
