The findings represent a stark warning to Irish employers that, even in a tough economic climate, engaging work and opportunities for progression remain critical if businesses are to avoid the kind of “desk-despondency” that could lead to talented employees leaving.

A third (30%) of those surveyed cited better opportunities in other professions as the main reason for their reluctance and one in four believed their children could earn higher financial rewards elsewhere or enjoy a better work/life balance (29% and 25% respectively).

Barbara Brangan, Managing Consultant of Hudson’s Accounting & Finance team said “This is disturbing to hear that such a high number would not want to see their children follow in their footsteps. The common concern we hear from accountants is that they can feel disengaged from the business and, as such, commercial finance roles are the most sought after by high potential employees. Employers should take note of these findings and seek to tackle the sources of such gloom.

“Now more so than ever, employers need to be prepared to be proactive in keeping employees happy, even when they are not expressing concern and discontentment. This can be done in many cases through improved communication and by reviewing the non financial benefits such as flexi-time or work from home options. Simple moves such as these can help reduce the commuting stress and can help liberate employees whilst at the same time keeping them engaged in the business.”

Hudson conducted the study among 1,000 UK and Ireland workers in professional employment to assess whether employees were satisfied with the financial rewards, opportunities for progression and work/life balance offered by their current job.

Hudson’s advice for employers aiming to boost job satisfaction:

·        Make sure that communication with employees is honest and personal

o       Conducting anonymous employee surveys as well as face-to-face meetings can be a practical way to uncover underlying sources of tension or dissatisfaction within the workforce

·        Give employees clear parameters regarding expectations

o       A very common source of ennui amongst employees is not understanding where they fit within the company; what is expected of them and what they need to achieve in order to ensure promotion

·        Provide the right training to match the development needs of all employees

o       Employers often underestimate the value of training. Not only does it improve skill levels,  it also signals to employees that they are valued by the company and that the company expects to retain them

·        Ensure line managers engage regularly with employees to gauge satisfaction levels, so that any problem areas can be acted upon

o       Too often small problems within companies are left unaddressed and, left to fester, they swell to create irresolvable issues. Putting in place a process of regular, informal sessions with line managers can help nip these in the bud

Rob Leach, Marketing Executive, Hudson Ireland

01 676 5000

rob.leach@hudson.com