Latest Workforce Data From Randstad Gives Employers Insights About Job Satisfaction and Generational Differences

Nine Out of 10 Employees Say That True Success is About Being Trusted

To Get a Job Done; Trust Ranks Higher Than Pay or Title



Apr 17, 2001, 01:00 ET from Randstad North America

    ATLANTA, April 17 /PRNewswire/ -- Companies in the U.S. have laid off
 nearly 300,000 workers in the first quarter of this year.  While staff
 reductions are increasing, unemployment is still relatively low and the battle
 to retain good, talented, loyal employees continues.  Companies that have laid
 off workers still face the challenge of keeping their best employees to run
 the business effectively and profitably.  The latest workforce data from
 Randstad North America and Roper Starch Worldwide gives employers the insight
 they need to attract and retain the most talented workers, thereby reducing
 operational costs associated with recruiting and hiring new employees.
     Randstad North America and Roper Starch Worldwide, Inc., today announced
 the results of the 2001 Randstad North American Employee Review, a study that
 explores generational mindsets about satisfaction, motivation and success in
 today's workforce.
     The Randstad Review identified the three key elements that drive employee
 satisfaction -- trust, flexibility and a career mindset.  It also uncovered
 some myths about the way Matures, Baby Boomers, Gen Xers and Gen Yers view
 work, which will help employers better understand and manage employees of
 different generations.
     "This is the second year that Randstad North America worked with Roper
 Starch Worldwide to survey the opinions and satisfaction level of today's
 workforce," said Daryl Evans, managing director - marketing and communications
 for Randstad.  "Employers can leverage the survey data to increase employee
 satisfaction and better understand workforce issues.  In turn, satisfied
 employees will improve customer service and lower employee turnover, which
 have a positive impact on a company's bottom line."
 
     Understanding Generational Differences
     The Randstad Review unveils some information regarding some generational
 myths and stereotypes.  For instance, rather than being stagnant in a job
 while waiting for retirement, 81 percent of Matures (age 55 to 69) are
 interested in trying new things.  GenXers' work styles do not mirror the myth
 of being job-hopping slackers; 77 percent of Gen Xers (age 21 to 35) say that
 success is finding a company where you want to work for a long time, and
 73 percent find satisfaction in knowing their work helps clients or customers.
 Baby Boomers are known as the selfish "me" generation, but in reality Baby
 Boomers (age 36 to 54) truly want to make a contribution to their clients and
 employers.  Gen Yers are often viewed as having a sense of entitlement and
 wanting opportunities handed to them; however, the truth is Gen Yers (born
 post-1980) have an entrepreneurial spirit that makes them very self-reliant.
 
     What Drives Employee Satisfaction?
     Success in the workplace is not judged just by the size of a paycheck.
 The Randstad Review found three key elements that drive employee satisfaction:
 trust, flexibility and a career mindset.  Nine out of ten employees
 (91 percent) define true success as being trusted to get a job done,
 surpassing fulfillment from money or a title.
     Flexibility is still important to the 2001 workforce -- employees are not
 willing to give up the flexible work schedules that have emerged over the last
 10 years -- and 67 percent of people ranked flexibility as part of their
 definition of workplace success.  Employees who have some flexibility in when,
 where or how they get their work done are more satisfied with their jobs.
     More than three-quarters of employees say finding a company where they
 want to work for along time is important and nearly six in 10 say that it
 would be great if an employer helped them with career planning.  Employees are
 eager to receive training and counseling to help them excel in their work.  By
 fostering the career mentality through training, employers demonstrate
 commitment to an employee that can result in employee loyalty.
 
     Methodology
     The 2001 Randstad North America Employment Review study was conducted
 using rigorous telephone and online survey methodologies.  The study was based
 on a sample of more than 2,300 telephone interviews and 300 online interviews
 conducted among adults aged 18 to 65 who are either working or plan to enter
 the workforce within the next ten years.  Interviews for the study were
 conducted in September and October of 2000.  The telephone survey was
 conducted among a cross-section of people aged 18 to 65 in the US and in the
 metropolitan areas of Toronto and Montreal in Canada via a random-digit-dial
 (RDD) method.  The online portion of the study was conducted through DMS, the
 online reach practice of America On-line, among 300 Americans aged 18 to
 65 who subscribe to America On-line.  Conducting the study through DMS allowed
 the survey to be fielded among the 25 million-plus subscribers of AOL-the
 largest single on-line sampling frame currently available.
 
     (Note:  Non-media requests for complete copies of The 2001 Randstad North
 American Employee Review should go to julie.hicks@us.randstad.com.)
 
     About Randstad North America
     Headquartered in Atlanta, Ga., Randstad North America is a wholly owned
 subsidiary of Randstad Holding nv, a $6 billion international professional
 service provider.  Each year, Randstad North America represents more than
 500,000 individuals in a wide variety of skill segments and provides
 employment services, outsourcing and counsel to businesses through its more
 than 500 branch offices located across the United States and Canada.  In
 keeping with its focus on attracting and retaining the best talent, Randstad
 offers short- and long-term assignments, contract engagements and direct hire
 opportunities.  Potential employees receive skill assessments, career
 counseling, training and benefits, including health and dental coverage, paid
 vacation and generous employer contributions to a 401(k) plan.  More
 information is available at the company's website, www.us.randstad.com .
 
     About Roper Starch Worldwide
     Roper Starch Worldwide ranks among the top 20 largest global marketing
 research and consulting firms.  Flagship services include Roper Reports trend
 research, the annual Global Consumers Survey of 30 countries, and the
 FORTUNE/Roper Corporate Reputation Index.  The company has its headquarters in
 Harrison, NY, and offices in New York City, Princeton, NJ, Nashville, TN,
 Dallas, TX, San Francisco and Newport Beach, CA, and London.
 
 

SOURCE Randstad North America
    ATLANTA, April 17 /PRNewswire/ -- Companies in the U.S. have laid off
 nearly 300,000 workers in the first quarter of this year.  While staff
 reductions are increasing, unemployment is still relatively low and the battle
 to retain good, talented, loyal employees continues.  Companies that have laid
 off workers still face the challenge of keeping their best employees to run
 the business effectively and profitably.  The latest workforce data from
 Randstad North America and Roper Starch Worldwide gives employers the insight
 they need to attract and retain the most talented workers, thereby reducing
 operational costs associated with recruiting and hiring new employees.
     Randstad North America and Roper Starch Worldwide, Inc., today announced
 the results of the 2001 Randstad North American Employee Review, a study that
 explores generational mindsets about satisfaction, motivation and success in
 today's workforce.
     The Randstad Review identified the three key elements that drive employee
 satisfaction -- trust, flexibility and a career mindset.  It also uncovered
 some myths about the way Matures, Baby Boomers, Gen Xers and Gen Yers view
 work, which will help employers better understand and manage employees of
 different generations.
     "This is the second year that Randstad North America worked with Roper
 Starch Worldwide to survey the opinions and satisfaction level of today's
 workforce," said Daryl Evans, managing director - marketing and communications
 for Randstad.  "Employers can leverage the survey data to increase employee
 satisfaction and better understand workforce issues.  In turn, satisfied
 employees will improve customer service and lower employee turnover, which
 have a positive impact on a company's bottom line."
 
     Understanding Generational Differences
     The Randstad Review unveils some information regarding some generational
 myths and stereotypes.  For instance, rather than being stagnant in a job
 while waiting for retirement, 81 percent of Matures (age 55 to 69) are
 interested in trying new things.  GenXers' work styles do not mirror the myth
 of being job-hopping slackers; 77 percent of Gen Xers (age 21 to 35) say that
 success is finding a company where you want to work for a long time, and
 73 percent find satisfaction in knowing their work helps clients or customers.
 Baby Boomers are known as the selfish "me" generation, but in reality Baby
 Boomers (age 36 to 54) truly want to make a contribution to their clients and
 employers.  Gen Yers are often viewed as having a sense of entitlement and
 wanting opportunities handed to them; however, the truth is Gen Yers (born
 post-1980) have an entrepreneurial spirit that makes them very self-reliant.
 
     What Drives Employee Satisfaction?
     Success in the workplace is not judged just by the size of a paycheck.
 The Randstad Review found three key elements that drive employee satisfaction:
 trust, flexibility and a career mindset.  Nine out of ten employees
 (91 percent) define true success as being trusted to get a job done,
 surpassing fulfillment from money or a title.
     Flexibility is still important to the 2001 workforce -- employees are not
 willing to give up the flexible work schedules that have emerged over the last
 10 years -- and 67 percent of people ranked flexibility as part of their
 definition of workplace success.  Employees who have some flexibility in when,
 where or how they get their work done are more satisfied with their jobs.
     More than three-quarters of employees say finding a company where they
 want to work for along time is important and nearly six in 10 say that it
 would be great if an employer helped them with career planning.  Employees are
 eager to receive training and counseling to help them excel in their work.  By
 fostering the career mentality through training, employers demonstrate
 commitment to an employee that can result in employee loyalty.
 
     Methodology
     The 2001 Randstad North America Employment Review study was conducted
 using rigorous telephone and online survey methodologies.  The study was based
 on a sample of more than 2,300 telephone interviews and 300 online interviews
 conducted among adults aged 18 to 65 who are either working or plan to enter
 the workforce within the next ten years.  Interviews for the study were
 conducted in September and October of 2000.  The telephone survey was
 conducted among a cross-section of people aged 18 to 65 in the US and in the
 metropolitan areas of Toronto and Montreal in Canada via a random-digit-dial
 (RDD) method.  The online portion of the study was conducted through DMS, the
 online reach practice of America On-line, among 300 Americans aged 18 to
 65 who subscribe to America On-line.  Conducting the study through DMS allowed
 the survey to be fielded among the 25 million-plus subscribers of AOL-the
 largest single on-line sampling frame currently available.
 
     (Note:  Non-media requests for complete copies of The 2001 Randstad North
 American Employee Review should go to julie.hicks@us.randstad.com.)
 
     About Randstad North America
     Headquartered in Atlanta, Ga., Randstad North America is a wholly owned
 subsidiary of Randstad Holding nv, a $6 billion international professional
 service provider.  Each year, Randstad North America represents more than
 500,000 individuals in a wide variety of skill segments and provides
 employment services, outsourcing and counsel to businesses through its more
 than 500 branch offices located across the United States and Canada.  In
 keeping with its focus on attracting and retaining the best talent, Randstad
 offers short- and long-term assignments, contract engagements and direct hire
 opportunities.  Potential employees receive skill assessments, career
 counseling, training and benefits, including health and dental coverage, paid
 vacation and generous employer contributions to a 401(k) plan.  More
 information is available at the company's website, www.us.randstad.com .
 
     About Roper Starch Worldwide
     Roper Starch Worldwide ranks among the top 20 largest global marketing
 research and consulting firms.  Flagship services include Roper Reports trend
 research, the annual Global Consumers Survey of 30 countries, and the
 FORTUNE/Roper Corporate Reputation Index.  The company has its headquarters in
 Harrison, NY, and offices in New York City, Princeton, NJ, Nashville, TN,
 Dallas, TX, San Francisco and Newport Beach, CA, and London.
 
 SOURCE  Randstad North America