{Study} Global Workforce Happiness Index: Where are young professionals happiest?

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Where are young professionals particularly happy? This question was answered by the employer branding consulting universe. The results summarized in the Global Workforce Happiness Index provide a worldwide benchmark for the satisfaction and willingness to change of young professionals.

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Stefan Lake Best of HR – Berufebilder.de®Stefan Lake was 2011 Country Manager Germany for the employer branding consulting firm Universum from February 2017 until March.


Employees are the happiest in Denmark

The happiest young professionals live in Denmark, Norway and Costa Rica. The Western European countries are generally doing particularly well in the global ranking. Germany is ranked 11, right in front of Switzerland. The employees in Germany are the most satisfied in the automotive industry. 2 is followed by the pharmaceutical and biotech industry and 3 by the Public Service.

These are the results of Universum's Global Workforce Happiness Index. It is based on the data from Universum's Young Professional Study 2016 and summarizes the statements about satisfaction with the current job, the willingness to recommend the employer and the willingness to change. Universum surveyed over 200.000 “young professionals” from 57 countries worldwide: working academics up to 40 years of age who have one to a maximum of eight years of work experience. The proportion of young German professionals surveyed between October 2015 and July 2016 is 8.375.

Satisfaction alone is not enough

If you are satisfied with your job, you remain loyal to your employer - you might think so. Ultimately, overall satisfaction with the current job is an essential aspect when it comes to recruiting employees Company to bind. However, high levels of satisfaction are no guarantee that the top talent will remain loyal to the company or recommend it to others. Exciting is therefore the view into the details. For example, Germany achieves 7 job satisfaction and willingness to recommend the employer 6,5 of a maximum of 10 points.

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The proportion of those who want to change employers over the next two years is consistently above 50 percent: in Denmark, it is 54 percent - making it the country's most loyal employee by global standards. Young Professionals are least loyal in India: 84 percent are planning to change over the next two years. In Germany, the average share is almost 62 percent. It is particularly high with almost 66 percent among the German economists. On the other hand, those who have studied one of the MINT subjects (mathematics, computer science, natural sciences, technology) are a little less willing to change: 57 percent of them plan to change over the next two years. The willingness to recommend the current employer is similar for both.

Differences vary according to industry, gender and degree

It is also interesting to look at the industry, gender, and subject matter. For example, German young economists are the least likely to be intermittent in the automotive sector and would most likely recommend their current employer - but they are not the first to be satisfied with the current job.

Employees in the pharmaceutical and biotechnology sector with a degree in one of the MINT subjects (mathematics, computer science, natural sciences, engineering) are very satisfied with their current employer and would also recommend it. But almost two thirds of them plan to change the employer over the next two years.

Germany on a global average

The top interchanges are for each second German respondent a better remuneration and benefits. This is followed by better advancement opportunities (29 percent) and work-life balance (25 percent). Thus Germany is on a global average with regard to the main reasons for change. However, in countries where the young apprentices are less fortunate, the opportunities for further training tend to be more important than in countries with more fortunate employees.

The Global Workforce Happiness Index offers one weltbroad overview and enables the samezeitig a detailed insight depending on the target group, countries, companies and industries. Particularly in connection with data on reasons to change or on the internal image of companies, specific data-based strategies can be developed to retain top talent.

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