Research conducted by the Kenexa Research Institute (KRI) reveals that approximately two-thirds of employees in the UK have confidence in their organisations.
For the studied countries, employees in India have the highest level of confidence in their organisations (81 per cent) followed by those in the United States (76 per cent), Brazil (75 per cent), Russia and Canada (both 74 per cent).
Employees in Japan have the lowest levels of confidence (46 per cent).
Organisational confidence has two contributing factors: internal and external. Internal organisational confidence is defined as employees having confidence in their organisation’s future, believing their organisations are managed effectively and feeling that the products/services are of high quality.
External organisational confidence is defined as employees believing their organisations’ products are sought after, that the organisation is viewed as competitive and the industry in which the organisation is operating in considered robust and healthy.
The research indicated that Brits have confidence in their organisation’s future (67%), believe their organisations are managed effectively (60%) and feel that the products/services are of high quality (79%).
The results specify that more than three out of five employees feel confident that they are not at risk for being laid off. Although most feel they will not lose their jobs, only half believe there is a promising future for them at their organisations.
Furthermore, employees are even less positive about their current employer helping to prepare them with the necessary skills for the future (51%).
Jeffrey Saltzman, industrial psychologist and principal, Kenexa, comments:
“Workers in the United Kingdom feel good about the future of their organisations, how they are run and the products they produce. A majority do not fear losing their jobs, and for those who do there is uncertainty regarding being able to find another.
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“This is especially true when salaries are taken into consideration; 66% say they could find another job that paid them the equivalent of what they currently earn. While it may initially appear counter-intuitive, keeping your employees’ skills sharp and making them attractive to your competition makes them more attractive to you, resulting in longer retention of your best talent.
“An added benefit of doing this is that as word spreads, additional highly talented people will be attracted to apply for positions at your organisation.”
