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Dutch workers are more optimistic about their wages compared with a year ago, according to the ‘Optimism Pay Scale 2013’ from HR service firm NGA Human Resources. In 2013, 43% of Dutch employees have no confidence that they will receive a pay rise, a marked improvement from 62% last year.
Just over a third (34%) are unsure if they will receive a pay rise above the rate of inflation, while 13.2% are confident that they will. The results in the Netherlands are in line with the global average of 42%. Spanish workers proved to be very optimistic, with 80% expecting a salary rise, compared with 41% of Belgian workers.
Salary level remains the most important work factor for employees both in the Netherlands and around the world. This is followed by training and development opportunities and additional holidays. According to the survey, staff loyalty would be increased with additional benefits, however 78% of Dutch respondents said that their employer did not offer any additional benefits.
Motivation and job satisfaction were also found as significant. Worldwide, 66% of workers are motivated because their job is fun, while 55% responded that the possibility of learning new skills increased their motivation. Only 5.3% of respondents advised that they were not motivated at work.
In addition to wages, benefit, and motivation, the Optimism Pay Scale report focused on HR services. Almost half (46%) of Dutch workers prefer using an online portal for accessing HR services. Just over a third (35%) advised that it would depend on the type of situation for which they needed HR support. When it comes to career development, personal contact with HR is preferred.
Only 40% of workers in the Netherlands receive a digital payslip, compared with 46% who receive a paper payslip. The Netherlands lagged behind the rest of the world with embracing digital payslips. Worldwide, an average of 51% receive digital payslips.
Anita Lettink, VP of NGA Human Resource Northern Europe, commented: “It is remarkable that employers offer little in the way of additional, non-financial benefits to increase staff loyalty. Employees are the driving force of a company and certainly with a tight labour market it is important to show workers some appreciation. This may be relatively small benefits; such as the ability to work flexibly or creating a pleasant workplace.”