How happy are US workers with their jobs?
The latest fascinating employee satisfaction statistics listed below will answer this question.
But there’s another question that might be even more important than the job satisfaction level of US employees:
How engaged are they in their work?
To answer this question, we will list the most important employee engagement statistics derived from the data gathered over the last few years.
Job satisfaction and work engagement might be the two most important aspects of any business. When at a high level, they contribute to increased revenue and help improve customer and inter-company relations.
Enjoy the extended list of statistics on these topics:
10 Key Employee Engagement Statistics
- 54% of US employees are satisfied with their jobs in 2019.
- 61.6% of high earners are satisfied with their jobs.
- 62% of millennials are satisfied with their jobs.
- 85% of workers are not engaged.
- Disengaged workers cost US companies up to $500 billion per year.
- 18% of workers are actively disengaged.
- 36% of businesses find employee engagement to be their top priority.
- 62% of Gen X workers plan on staying with their current employer for five or more years.
- 96% of workers agree that showing empathy is important for employee retention.
- 50% of Americans have left a job because of a manager.
Job Satisfaction Statistics
1. 51% of US employees were satisfied with their jobs in 2018.
Just over half of the US workforce reported being satisfied with their position in 2018. This means that the rest were either dissatisfied with their organization experience or indifferent to it. Out of those workers who reported being satisfied with their jobs last year, 60.5% said their colleagues were the main reason behind their contentment, 57.3% reported their immediate supervisor as one of the reasons, and 57.3% said the physical work environment was one of the factors behind their job satisfaction.
2. 54% of US employees are satisfied with their jobs in 2019.
According to the latest reports on job satisfaction statistics in 2019, there has been a notable increase in job satisfaction compared to last year. The increase of 3% marks the second-largest increase in job satisfaction among the US workforce in the last 3 decades.
3. 50.3% of employees aged 35-44 are satisfied with their jobs.
Those between the ages of 35 and 44 report the highest job satisfaction rates. Employees under 25 years of age reported being the least satisfied (34.1%), while in the age group that ranges from 25-34, 47.2% of workers are satisfied with their jobs. US job satisfaction statistics show that employees in the 45-54 age group have a job satisfaction rate of 46.8%, workers in the 55-64 age group 45.6%, and employees who are 65 and older report a job satisfaction rate of 43.4%.
4. 61.6% of workers who earn more than $125,000 per year are satisfied with their job.
Unsurprisingly, high-earners report the highest job satisfaction rates. On the other hand, 41.8% of employees who make less than $15,000 per year expressed a high level of job satisfaction back in 2015. Employee satisfaction statistics found that, among those who earn $15,000- $25,000, 36.3% report being satisfied with their current employment.
5. 72% of employees agree that employee benefits significantly impact their job satisfaction.
(Zoro, Harvard Business Review)
Most employees feel that additional benefits would increase their job satisfaction. Still, 56.8% would rather take a raise. Health, dental, and vision insurance continue to be the deciding factors among those looking for work; 88% of job seekers revealed they would choose those benefits over a pay raise. Employee satisfaction statistics 2018 surveys found that other advantages workers would rather have over higher pay are working from home (40%), free snacks (37,3%), and student credit repayment options (29%).
6. 62% of millennial workers are satisfied with their benefits.
Millennials are, despite the stereotype, not so prone to complaining. The majority of them, or 62%, are satisfied with their current jobs. The same percentage of millennials are happy with the benefits they’re receiving. Slightly more (63%) are satisfied with their company culture, employee recognition statistics find.
7. 69% of recent college graduates say company culture is an important job satisfaction factor.
While 69% ranked salary as the number one factor, a surprising 61% of the 6,000 surveyed recent college graduates listed company culture as the second most significant factor they consider when deciding on a company to work for. Among other contributors to job satisfaction and a positive work environment, American college graduates listed mutual respect, appreciation of the work done, and being treated with fairness.
8. 36% of workers are satisfied with their career growth.
Employee recognition statistics for 2019 show that the amount of work available can have a severe impact on the job satisfaction of the workforce. 36% of employees are satisfied with their assigned workload, 39% are neutral about it, and 24% declare themselves unhappy. The issue, in most cases, is that there’s not enough work assigned to them.
Employee Engagement Statistics
9. Disengaged workers cost companies in the US up to $500 billion per year.
Employees who are not engaged in their work are not only spreading the negativity to their coworkers, but they also cause a lot of monetary damage to the organizations they work for. Every year, US companies lose $450-500 billion as a result.
10. 85% of workers are not engaged in their work.
Just 15% of the global workforce is considered to be actively engaged in their work, employee engagement data shows. In Western Europe, just 10% of workers are engaged. When it comes to the US, the situation is much better, with 33% of workers being classified as actively engaged.
11. 18% of US workers are actively disengaged.
18% of US workers are considered to be actively disengaged, which means they go through their workday with as little effort as possible, avoiding positive contribution and trying to fly under the radar.
12. Highly engaged business units in high-turnover organizations have a 24% lower turnover rate.
Employee engagement is a commonly neglected business aspect. Even those companies that have high turnover rates can benefit from engaged workers, as their subsidiaries with higher engaged employees have reduced turnover. Employee retention rate statistics show that the effects of employee engagement in low-turnover environments are even more noticeable; their business units with higher engagement have turnover rates that are lower by up to 59% compared to the units with lower work engagement.
13. Work environments with highly engaged teams are 21% more profitable.
Teams with high work engagement are, put simply, more effective. What’s more, they are 41% less likely to skip work, their turnover rates are reduced by a significant margin (59%), and all of this shows in the end-of-year profits. Unfortunately, this does not apply to all engaged teams; data on employee engagement in 2019 lists these figures for those in the top 20%.
14. 36% of businesses consider employee engagement to be their primary challenge.
Nearly half of companies in the US (46%) see employee retention as their top challenge. Employee engagement was the second-most commonly cited top challenge for the organizations surveyed at the end of 2016.
15. 70% of Forbes Global 2000 companies use gamification to increase employee engagement.
Gamification, or using point-keeping systems and similar game-like strategies, is a commonly used marketing strategy for customer engagement, retention, and revenue increase. More and more companies are using this strategy.
16. 78% of businesses have a documented work engagement strategy.
Considering the fact that highly engaged work environments outperform their low engagement counterparts by up to 202%, it’s no wonder that so many companies have officially implemented work engagement strategies.
Employee Loyalty Statistics
17. 72% of workers think that having more work would increase their job satisfaction.
Job satisfaction, and consequently employee loyalty, would receive a significant boost if workers were assigned more responsibilities. As you’ll learn from the following astonishing statistics, boredom and lack of work are often a reason for quitting and reduced company loyalty.
18. 82% of employees feel a sense of loyalty to their current organization.
Employee retention stats related to company loyalty find that the majority of US workers feel a high sense of loyalty to their current employer.
19. 45% of those who’ve been with a company for under a year have applied for a new job after just one bad day at the office.
Employee loyalty for those who’ve been with a company for less than a year is practically a non-existing concept. Even those with a high sense of loyalty mentioned in the previous stat are willing to leave; employee retention rate statistics indicate that 59% of workers would leave their current company if they received a better offer.
20. 62% of Generation X workers believe they will remain with their current employer for over five years.
Generation X employees (aged 39-54) are, undoubtedly, the most loyal workers. Millennials (aged 25-38) are slightly less likely to stay with the same employer for a longer period of time; 43% expressed a wish to remain with their current employer for 5 or more years, employee loyalty statistics show.
21. 31% of employees from large companies have had the same employer for 11 or more years.
According to a survey that included workers from companies with over 1,000 employees, almost a third of respondents have been working there for at least 11 years. Just over 25% of respondents from companies with under 1,000 employees have achieved the same milestone.
22. 12% of employees consider themselves disloyal.
Disloyal employees see their work environment as a hostile one – and one they need to get out of as soon as possible. While the issue of job dissatisfaction can be a temporary one, disloyalty is generally not. This is why employers focus on fixing job dissatisfaction instead.
Employee Turnover Statistics
23. Workers are 23% more likely to stay with a company that has a good onboarding process.
Managers and companies that put effort into clearly explaining the roles and responsibilities to future employees are the ones that have lower turnover rates. Onboarding is one of the first things that show new workers what kind of company they’ve picked.
24. 80% of turnover is caused by poor hiring decisions.
Employee turnover statistics for 2018 showed that organizations across the US lost more than $600 billion to employee turnover last year. According to the data gathered, that could have been avoided if the hiring process was conducted more effectively.
25. Career advancement options can reduce the turnover rate by 20%.
Workers who feel like their career is stagnating are not happy and therefore more likely to look for other employment options. 70% of high-retention-risk workers switch organizations due to the lack of career advancement options. 2018 turnover rates by industry showed a shocking piece of data – some sectors, such as the Hotel and Motel Industry, have turnover rates that go as high as 73.8%!
26. 58% of workers think their company doesn’t provide sufficient career advancement options.
Looking at the previous stat, you would imagine organizations place a lot of effort into employee advancement. Employee turnover statistics find that, unfortunately, plenty of workers find that their place of employment fails to provide skill development and advancement options, causing them to consider quitting.
27. 96% of workers agree that showing empathy is important for improving employee retention.
A vast majority of employees find that showing empathy is one of the best characteristics a company or a supervisor can exhibit. The link between work engagement, empathy, and lower turnover rates is undeniable. Global employee turnover rates and data gathered from surveys on this topic reveal that 92% of CEOs state their company is empathetic, while just half of their employees agree.
28. Organizations with recognition programs have a 31% lower voluntary turnover than organizations with no or ineffective programs.
Organizations with motivated and appreciated employees are less likely to experience high turnover rates. This means that those organizations spend less on hiring and training new workers. Companies with good recognition strategies have a mean employee turnover rate that is over 23% below the turnover rates of companies with no recognition programs.
Employee Recognition Statistics
29. Companies that nurture a recognition-rich culture can reduce their turnover rate by up to 31%.
When employees don’t feel recognized at work, the possibility that they will look for alternative positions increases. We’ve already learned in the previous section that, on average, turnover costs companies double the employee’s salary. Companies that embraced recognition in the work experience a significantly lower turnover rate compared to those that fail to recognize their employees’ efforts.
30. Employees recognized by their employer are 33% more likely to be proactively innovating.
Recognition in the company contributes to a sense of achievement and helps employees feel appreciated. Employee morale statistics and studies report that employees who are satisfied with their work responsibilities put extra effort into it.
31. 75% of employees say that motivation and morale would improve massively with managers saying thank you more often.
Trust between employees and managers is fundamental in every workplace. Sometimes simple things such as receiving a “thank you“ drives employees towards excellence and motivates and inspires them to give their best. The impact of recognition on employee performance is so immense that even such a small gesture can boost their performance to a great extent.
32. 41% of companies that use peer-to-peer recognition report an increase in customer satisfaction.
Customers notice when those providing a service are happy. Peer-to-peer recognition is one of the ways companies can improve their sales as well as the overall atmosphere in the workplace. 44% of employees are glad to give peer-to-peer recognition if provided with the tools to do so. However, just 14% of companies provide those tools, employee recognition statistics from 2018 show.
33. Happy employees are 12% more productive on average.
Happy employees are good for business. They are at their happiest when they are being recognized for the effort they’ve put into their work. Recognition is directly responsible for boosting happiness, which in turn boosts health and can lead to benefits such as lower absenteeism. Employees are more likely to remain working in an environment where morale is high and they feel happy.
34. 45% of US workers say they “rarely or never” receive the monetary compensation they deserve.
(The Washington Post)
Gathering unhappy employees statistics, we found out that 71% of the 17,000 surveyed US employees across 19 industries are unhappy with their current employment and are looking to change it. 44% of them circled the “always or often” option when it came to answering the question of being overlooked. Additionally, 64% of those surveyed declared that they are not supported by their superiors.
Why Employees Quit Statistics
35. 50% of Americans have left a job to get away from their manager at some point in their career.
Managers are responsible for motivating employees, planning, organizing, and supervising within the organization. Strong manager-employee communication is the basis of a successful workplace, so in environments where these relations are poor or non-existent, employees seem less confident. This negatively impacts attitude, motivation, performance, and, ultimately, sales. Unsurprisingly, 70% of employees who doubt the abilities of their companies’ leadership are not fully engaged, statistics on employee engagement reveal.
36. 49% of employees feel they have to switch companies in order to get a meaningful change in salary.
This is an important issue from the company standpoint; employees who are dissatisfied with their pay will most likely leave the company. On the other hand, the pay is often not a deciding factor behind the workers’ decision to quit, as 71% of employees would accept a pay cut if it meant finding better work.
37. 37% of employees would quit for another job that allowed them to work remotely part-time.
Job dissatisfaction statistics show that 65% of employees would leave a company that won’t accommodate practices like working from home, while 67% would do the same due to overly stern working hours. With increased job flexibility, 82% of employees would show more company loyalty.
38. 24% of workers agree that stress contributes to their unhappiness and willingness to stay in a job.
The effects of a stressful work life affect employees’ passion and capability to perform. Employee retention statistics show that the top stressors among workers include being unhappy in their job, having too heavy a workload, working long hours, having poor management, the pressure to meet high expectations, the possibility of termination, and facing harassment at work.
39. 66% of employees would leave their job for lack of appreciation.
We can’t stress enough how important employee appreciation is. An absence of positive feedback, broken promises, and keeping workers underpaid despite a rising skill set are just some of the reasons why today’s business managers contribute to the negative numbers for employment satisfaction statistics.
40. 33% of employees who are planning on changing jobs said boredom and the need for new challenges was the top reason why they are leaving.
A survey of 4,900 business professionals discovered that a third of those planning to leave are doing so due to boredom at their current place of work. In addition to the lack of challenging tasks and repetitive work, the chance for professional development is also an important factor in avoiding this issue, especially for younger generations; up to 87% of millennials consider professional development necessary.
Career Satisfaction Statistics: What Careers Are Best?
41. Product Design career has a job satisfaction rating of 4.5 out of 5.
Product Designer is the career to be in for those who value job satisfaction above all other aspects. The salary, with a median of $100,000, is not too shabby either. This is one of the positions that always has an opening; there are currently more than 2,100 jobs for Product Designers on Glassdoor.
42. Dental Hygienist career has a job satisfaction rating of 4.5 out of 5.
Workplace statistics for 2018 and 2019 show that the Dental Hygienist career shares the satisfaction rate with the previous career on this list. This career path is the best example that money does not equal happiness; even with the career satisfaction rate that is just 0.5 points below the maximum, Dental Hygienists have a median base salary of $67,250.
43. Data Scientist career has a job satisfaction rating of 4.3 out of 5.
According to the 2019 employee happiness statistics, Data Scientist is the third-best career in the US. A median base salary of around $110,000 accompanies the high job satisfaction rate. The consistency in salary, job openings, and high career satisfaction shows that this profession will be at the top of the lists of the most wanted jobs for the forthcoming years.
44. Marketing Manager career has a job satisfaction rating of 4.2 out of 5.
Potentially low stress levels, options for an excellent work-life balance, and strong prospects to develop, get promoted, and earn a higher salary are the reason so many Marketing Managers are content with their job. Marketing Managers have a median base income of $82,000.
45. Executive Assistant career has a job satisfaction rating of 4.1 out of 5.
Learning from the employee recognition statistics 2019 data, we found that the Executive Assistant career has never been more popular. Those working in this position attribute their high job satisfaction to the fact that things are always interesting. For those interested, the median base salary for Executive Assistants is $60,000.
46. Nursing Manager career has a job satisfaction rating of 4 out of 5.
Employee engagement statistics for 2019 report that Nursing Managers have a higher career satisfaction rate than many other careers because of the opportunities for work-life stability and a high demand for workers, competitive approach to education, and powerful scholarship and funding choices. Nursing Managers have a median base income of $83,000.
47. Occupational Therapist career has a job satisfaction rate of 4 out of 5.
The seventh career on our list is Occupational Therapy. Occupational Therapists have a median base salary of $74,000, but the high career satisfaction rate probably stems from the gratification that comes with helping people improve their lives on a daily basis.
48. Product Manager career has a job satisfaction rate of 3.8 out of 5.
Employee turnover rates by industry in 2018 figures show that Product Managers are prone to switching jobs. The reasons behind this are the ones that apply to all workers – high stress, poor management, and difficult colleagues. Product Managers have a median base salary of $115,000.
49. Software Engineer career has a job satisfaction rate of 3.6 out of 5.
Software Engineering is a branch that has seen a constant increase in popularity during the last few decades. With a tech boom occurring in every major city in the world, work opportunities are plentiful; currently, there are more than 49,000 job openings on Glassdoor. The median base salary for Software Engineers is $104,000.
50. Nurse Practitioner career has a job satisfaction rate of 3.5 out of 5.
Nurse Practitioners, while having one of the best career satisfaction rates in the US, are far behind the Nursing Managers in this aspect. They make up the difference in pay, having a median base salary of $102,000.
The fascinating stats and facts listed above clearly show that businesses in the US and around the world need to put a lot more effort into these two aspects of their work. Increasing job happiness will, inevitably, lead to higher engagement, which will reduce the turnover rate. This, in turn, will boost productivity, sales, and the quality of service. This is a win-win situation for all parties involved – the company itself, the workers, and the customers.
1. What percentage of people are satisfied with their job?
Last year, the percentage of the US workforce that declared themselves satisfied with their job stood at 51%. In 2019, 54% of US employees consider themselves satisfied with their job.
2. What percentage of the workforce is engaged?
Globally speaking, just 15% of workers are engaged. In the US, around 33% of workers are actively engaged. In some countries, such as the UK, the number of engaged employees barely reaches 8%, with a steady decline in recent years.
3. What percentage of employees are actively disengaged?
Around 18% of US workers are actively disengaged, which means that they often fail to put in even the minimum effort into their work.
4. How do you measure employee engagement?
There are multiple methods that we use to measure employee engagement:
One of the most commonly used is an employee engagement survey provider. These companies operate by gathering anonymous data from employees. The second way is for a company to collect the data on its own, while the final method involves a mixture of the two options; annual engagement is measured by a survey agency, while multiple measurements are done by the company itself throughout the year.
5. Do engaged employees perform better?
The definitive answer to this question is – Yes. Engaged workers are happier, more pleasant to be around, and, ultimately, more productive. In fact, teams that have high engagement are 21% more productive than those with lower work engagement.
6. Why is it important to recognize employee achievement?
Recognizing employee achievement increases workers’ engagement, job satisfaction, and overall performance. Employees who feel that their efforts are recognized are less likely to leave their current job, which significantly reduces the cost of turnover.
7. How do you improve employee recognition?
Management training is the key to improving any workplace. The same applies to employee recognition; if the manager is properly trained and capable of spotting and rewarding those workers who perform at a high level, the workplace will thrive.
8. How do you calculate employee turnover rate?
Employee turnover calculation is a simple task: we typically calculate the employee turnover rate by dividing the number of employees who quit or left the company by the average number of employees in a certain period of time. In order to express the number in percentages, the result is multiplied by 100.
9. What is the national average employee turnover rate?
The yearly average turnover rate for the US is 44.3%. During 2018, around 42 million workers decided to switch jobs, which cost the US businesses around $600 billion in new employee training and lost revenue.
10. What is considered a high employee turnover rate?
When employee turnover rates are considered, anything below the 10% mark is considered a good rate according to employee satisfaction statistics and employee engagement statistics. Anything above that mark is a cause for concern which demands a prompt counteraction.
- PR Newswire
- PR Newswire
- Harvard Business Review
- Access Perks
- Fast Company
- The Washington Post
- Korn Ferry
- Executive Secretary