The survey reveals that 87% of employees are motivated in their jobs. 40% of employees are more motivated than this time last year due to changing roles, a new job or an increase in salary.
Dera McLoughlin, Partner, Mazars said, “Having a deeper understanding of what motivates employees is crucial to leaders and managers of all organisations as it is linked to customer satisfaction, organisational performance, the achievement of organisational goals and the level of attrition within businesses.”
“In early 2016 it was widely reported that Irish employers across all sectors were expecting to grow their staffing levels, leading to an increase in staff motivation due to more opportunities being available and a more mobile workforce. In line with this, this year’s motivation survey has shown an overall increase in motivation levels of 6%. This of course is good news for employees and means that employers need to continue to create working environments which provide challenging opportunities for their employees while at the same time meeting their expectations.”
Private and public sector
This year’s report showed there is a rising gap between motivation levels in the public and private sectors.
McLoughlin commented, “84% of respondents in the public sector / not-for-profit sector are either motivated or very motivated in their work, up from 82% in 2016, compared to 89% of respondents in the private sector, up from 80% last year. This widening gap in motivation may reflect a public sector that is still responding to the recovering economy and what this means for them, and a private Sector that has been able to respond more rapidly to their demand for talent.
While motivation levels have generally increased for all age groups, the greatest increase and change is seen in the age group 18-24. 88% of survey respondents in this age group are either very motivated or motivated, an increase of 21% on last year’s results. The reasons for this increase in motivation are: change in role, salary and job. The top reasons for staying in their current role are training/development opportunities, nice colleagues and financial benefits.
McLoughlin said, “For leaders and managers of “millennials” we have a number of recommendations. Creating opportunities for them to meet others and network in a professional but relaxed atmosphere will help to engage them and in turn maintain their motivation. As millennials thrive on new experiences, it’s important to allow them to work on a variety of different projects where possible.”
McLoughlin concluded, “Work-life balance ranked as the highest motivation factor for employees overall. 56% of employees believe this is a key motivating factor for them. Finding the right balance between work and life outside work can be challenging and difficult.”
We have five options that organisations can use to encourage work-life balance:
- Consider facilitating staff access to fitness for example providing a gym on the premises or providing
- membership to a gym near to the work premises;
- Organise company outings and / or attendance at conferences and seminars;
- Offer community engagement opportunities days where employees spend work time giving back to the community;
- Allow flexibility in working schedules. Consider staggered start and finish times. There are many other
- flexible working options that organisations can offer and;
- Organise and engage in team building exercises, either on site or away day type exercises for example bringing teams together to solve problems.