Widespread employee dissatisfaction in GCC countries

Author: PM editorial | Date: 13 Jul 2016

Survey finds 43 per cent of workers are unhappy in their current employment

Mis-matched jobs are one of the biggest causes of workplace dissatisfaction, according to a new survey by social recruitment platform Bloovo.com.
 
In a recent poll of 20,000 jobseekers and employers across the GCC, it found that 43 per cent of respondents were not happy in their current employment.
 
The main reasons given for discontent was ‘job mismatch’ - a poor fit between the employee and the job - with 43.4 per cent naming it the biggest factor, while 33.8 per cent of dissatisfied employees named low pay the largest cause of their low motivation.
 
Other reasons given were poor organisational culture (8.5 per cent), a lack of career progression (7.7 per cent), and the inability to get on with their immediate supervisor (6.6 per cent).
 
Ahmad Khamis, CEO of Bloovo.com, said the recruiter conducted the survey to better understand attitudes to employment and hiring in the region.
 
“We found an alarmingly high level of dissatisfaction. This dissatisfaction reduces aggregate productivity, leads to churn, and also increases the cost of finding replacement talent,” said Khamis.
 
“It’s startling to find that half of the GCC’s workforce is dissatisfied and potentially ready to switch jobs.”
 
Khamis said that for most employees, salary is a direct indicator of their worth in a company. “Importantly, academic research has shown time and again that salary expectations are relative – employees become far more dissatisfied if they feel their peers are being paid more than them. It’s very important for organisations to of be transparent about pay grades and scales.”
 
He said organisations should focus more on improving their culture and on implementing formal career paths so employees have something to work towards.
 
“While diverse multicultural organisations can sometimes see friction between employees, the most successful employers have proven strategies in place to de-escalate and address conflict. Good employers also have regular 360-reviews where concerns can be brought to light,” he added.