Headlines: December 1st, 2016


Job satisfaction in the public sector is at its highest level in four years according to the latest CIPD/Halogen Employee Outlook report.

The survey found that two-thirds of staff in the public sector were satisfied with their jobs. This is the highest level for that sector since autumn 2012. However, public sector employees still report higher levels of pressure and exhaustion at work than any other sector. Two in five public sector workers say they are under excessive pressure at work at least once a week and nearly half say they come home from work exhausted either always or often. This compares with 33%of employees across all sectors.

Claire McCartney, Associate Research Adviser at the CIPD, the professional body for HR and people development, commented: “It’s fantastic to see such a leap in job satisfaction in the public sector since our last survey in the spring, Previous research has shown that the public sector also has the highest levels of absence and number of employees coming into work ill by some margin, so it’s crucial that employers address these issues before workers burn out and satisfaction levels take a nose dive.”

McCartney continues: “In today’s world of work, organisations are increasingly expected to think about the two-way employment contract, giving employees opportunity to develop transferable skills that will support them throughout their careers, not just in their current roles. This can be a mutually beneficial arrangement – employees can have more autonomy over their career paths, and employers can be more agile to shape their workforce to fit their business needs.

“But in order to hold up their end of the deal, employers need to position line managers to support employees’ career progression. This should include having regular development conversations with employees to help them take the steps needed to develop and fulfil their potential. They also need to choose training and development that is right for their staff, not just the most economical. To do this, they must ensure that they are listening to what their employees need in order to make sure training and development is relevant and effective enough to plug skills gaps, as well as improve employees’ ability to do their jobs well.”