We can’t get no satisfaction – Job satisfaction that is…

A new survey finds that only 45 percent of Americans are satisfied with their work. And while not all the dissatisfaction can be blamed on a bad bosses, only 51 percent of workers surveyed say they’re satisfied with their boss. That’s down from 55 percent in 2008 and almost 60 percent 20 years ago.

In over 22 years of studying job satisfaction, the current job dissatisfaction rate was the lowest level ever recorded by the Conference Board research group.  The recession is partly to blame for the drop, but other reasons include:

  • Fewer workers consider their jobs to be interesting.
  • Incomes have not kept up with inflation.
  • Health insurance costs eating into workers’ take-home pay.

The findings are disturbing for several reasons. Besides the fact that unhappy workers are less productive, the long term implications could include a negative impact on the way the U.S. workforce competes with the rest of the world.  Lynn Franco, an author of the report and director of the Conference Board’s Consumer Research Center says, "What’s really disturbing about growing job dissatisfaction is the way it can play into the competitive nature of the U.S. work force down the road and on the growth of the U.S. economy — all in a negative way."

Workers have been complaining about bad bosses and unsatisfying jobs for decades, but maybe understanding the impact that bad management and bad work environments can have on business and the competitive marketplace will motivate some to make much needed changes. Read the whole story at Yahoo Finance.

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  • jamesniblick

    To be completely transparent about this, I have a personal development book on success as an individual as well as a manager wanting to improve his employees productivity, well-being and overall success. I'm very passionate about getting companies and people out of outdated ways of thinking that don't apply to the modern day knowledge worker. I would be very interested in talking to you more about this topic. It's what I do everyday.
    http://www.whatsyourgenius.com/tony-robbins/sne

  • http://reallybadboss.com denised2

    James,

    I'd be interested in learning more about the “new model of management.” I think it might be helpful to our readers and any bad bosses who might stumble in here from time to time. Thanks for commenting!

  • jamesniblick

    I'm not very surprised by these statistics. A recent Franklin Covey poll of 23,000 workers showed that an overwhelming 80% were unenthusiastic about their goals, and 50% were dissatisfied with their work at the end of the week.

    Many of the people I coach have to overcome outdated management styles that demand productivity instead of working with each employee's natural abilities and “strengths”. It's a win-win scenario when management takes an added interest in their employees satisfaction at their job. This isn't theory either. There are individuals as well as companies that are using this new model that throws out the belief structure of a management style born out of the Industrial Revolution.

  • jamesniblick

    To be completely transparent about this, I have a personal development book on success as an individual as well as a manager wanting to improve his employees productivity, well-being and overall success. I'm very passionate about getting companies and people out of outdated ways of thinking that don't apply to the modern day knowledge worker. I would be very interested in talking to you more about this topic. It's what I do everyday.
    http://www.whatsyourgenius.com/tony-robbins/sne

  • http://reallybadboss.com denised2

    James,

    I'd be interested in learning more about the “new model of management.” I think it might be helpful to our readers and any bad bosses who might stumble in here from time to time. Thanks for commenting!

  • jamesniblick

    I'm not very surprised by these statistics. A recent Franklin Covey poll of 23,000 workers showed that an overwhelming 80% were unenthusiastic about their goals, and 50% were dissatisfied with their work at the end of the week.

    Many of the people I coach have to overcome outdated management styles that demand productivity instead of working with each employee's natural abilities and “strengths”. It's a win-win scenario when management takes an added interest in their employees satisfaction at their job. This isn't theory either. There are individuals as well as companies that are using this new model that throws out the belief structure of a management style born out of the Industrial Revolution.