NEW YORK — America’s “Great Resignation” owes its genesis to a number of underlying causes — but a new study suggests that job satisfaction may not be one of them. A survey of 2,000 people finds that more than two-thirds of employed respondents (69%) say they “love” their current job.
Two in five (41%) go so far as calling it their “dream job.” However, while 82 percent of male respondents claim to enjoy what they do for a living, only 59 percent of female respondents said the same.
Women were also less likely to cite their current role as a dream job (31%) compared to more than half of men (52%).
The ‘dream job’ timeline
Conducted by OnePoll on behalf of Motivosity, the survey also reveals that the average worker cycles through four different positions before finding their “dream job.” Overall, three in four respondents think loving your job is a requirement for having a fulfilling career. The biggest factor that people cite as a reason for loving their job is the other people they work with.
Just over 44 percent say that it’s their colleagues and clients who make it all worth it, followed by 39 percent who point to their actual roles and responsibilities. For others however, loving a job has nothing to do with the work itself. Seventy-five percent think it’s because they’re given the time to do what they love outside of work.
“Life is too short to not love what you do all day,” says Scott Johnson, CEO and founder of Motivosity, in a statement. “The best companies know that effort toward helping employees be happy about work results in higher customer satisfaction, more innovation, and, most importantly, a better life for each of their employees.”
Keys to happiness and success in the office
For those in their dream job, there’s a possibility that the dream may one day end. Sixty-three percent of employed respondents worry about getting burned out at their current job, including 55 percent of women and 72 percent of men. Top concerns include increasing workloads (45%), stressors unique to their particular industry (40%), and a lack of work-life balance (37%).
While three in four feel comfortable speaking to their supervisor, 61 percent have left a job because of a bad relationship with their manager or supervisor.
“Performance management is a one-time-per-year losing effort. Performance development is ongoing. Effective managers listen and coach their people frequently and regularly and not just in that awful annual process,” Johnson says.
“It’s important that strategic HR leaders and executives set their managers up for success by empowering them with tools and structure around the human side of management; frequent one-on-one conversations, results-oriented feedback, and clear communication of priorities.”