Photo: Gregory Pruden via Flickr
Previous research has found that just around one-third of American workers care about their jobs, and more recent findings seem to reinforce those conclusions.
A new survey from staffing firm Accountemps found that out of 28 American cities surveyed, the four that had the most “disengaged workers” were New York, Los Angeles, Chicago, and Miami. Overall, employees reported being disengaged an average of “26% of the time.”
An independent research firm surveyed more than 2,800 American employees in 28 “major” nationwide. Here are some of the points that stood out.
So, which cities are on the other end of the spectrum? Charlotte, Pittsburgh and Salt Lake City led the way with the “most engaged” employees.
This map shows what workers say will help up their work “engagement” in different cities throughout the country — better perks seems to be the top answer. But keeping this in mind, it’s still clear that “better perks” takes the cake for most western cities surveyed, while we can chalk it up to more of a mix of all three listed factors elsewhere in the country.
These factors could help employees stay on track at work
The research found that the top factor employees said would help them become “more engaged” on the job was “better perks (e.g., free food, nap rooms, on-site gym)” at 37%. Both “more challenging work” and “less bureaucracy/red tape” were at 31%. Both “lighter workload” and “more team building/work outings” came in at 22%, while “a better boss” only claimed 19%.
In terms of age, “better perks” was the most popular choice among those 18-34 at 47% and those 35-54 at 38%. But employees 55 and older were the biggest fans of “less bureaucracy/red tape” at 35%.
Michael Steinitz, executive director of Accountemps, commented on the research in a statement:
“Employers shouldn’t take a one-size-fits-all approach to improving employee engagement. … Each worker and office environment are unique,” he said. “Managers should continually check in with their staff to gauge satisfaction levels and learn what motivates or potentially disengages them.”