Online reports: former employees can have their say

Online comments by former employees — positive or not — influence the decisions of more than 80 per cent of jobseekers.

One-fifth of Australian office workers will look for a new job if denied a pay increase, according to research from specialist recruiter Robert Half.

Almost half the 1000 people surveyed say their salary does not match their responsibilities, with a quarter wanting more pay to support their lifestyle.

Asia-Pacific senior managing director David Jones says a competitive remuneration policy is vital in business and some organisations recognise the benefit of salary increases to ensure skilled workers stay.

“In the current market, employees generally know their market value and will take this into account when they come into contact with new job opportunities and when they are negotiating salary increases,” Jones says.

“With as many as 56 per cent of Australian office workers saying they are more confident in their job prospects compared to one year ago, there is a growing confidence among workers about their future employment prospects.”

When an employer refuses to offer pay rises, Jones says, employees can take other measures before jumping ship.

“Think about non-financial benefits or flexible working hours,” he says.

“By proposing an alternative, employees can increase the likelihood of achieving a positive outcome.

He says it is important to find out why they have not received a pay rise and ask their employer what is needed to achieve one.

On-time starters

Brisbane is Australia’s most on-time city with 69 per cent of employees arriving at work early each day, according to research from workforce management company Deputy.

The survey found latecomers resided in Adelaide and in Perth, where workers arrived 10 minutes late on average.

General manager Kristin Harris was surprised to find a higher percentage of late starters lived in states with less traffic.

“We’d all assume that Melbourne or Sydney would have been the least on-time city due to traffic, so it was surprising to find out that Adelaide workers win that dubious honour,” she says. Baby boomers were the earliest starters at 73 per cent, followed by generation Z (64 per cent) and generations X and Y (61 per cent).

“Companies should put more effort into developing the talents of gen Z,” Harris says.

“They’ve grown up as digital natives and are often passionate about innovation yet they’ve largely been stereotyped as uninterested and easily distracted. Being more reliable than gen X and Y shows they’re more motivated and could point to potential shift in leadership growth for the future of our workplaces.”

Online reports

Online comments of former employees — positive or not — influence the decisions of more than 80 per cent of jobseekers, according to a Hays poll of almost 3000 Australians.

Australia and New Zealand managing director Nick Deligiannis says company review sites can have a huge impact on people’s perceptions, and employers need to put more effort into engagement to ensure workers feel valued during and beyond employment.

“With former employees potentially powerful brand ambassadors, you want to make sure they leave with a smile on their face and a willingness to talk positively about their employment experience at your organisation,” Deligiannis says.

“Current and departing staff can share insights on a range of topics, from salaries and benefits to the quality of managers and performance expectations, which wouldn’t otherwise be available to job candidates.

“This has led to a huge shift in the quantity and scope of the information available; rather than the organisation controlling the message about what it’s like to work for them, current and former employees now do so, warts and all.”