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What’s Working™ Around the World
Currently, 28% of Dutch
employees are seriously
considering leaving
their organization,
up from 15% in 2006.
This figure is highest
for younger employees
(16–24 years) at 36%
and lowest (23%) for
employees age 45–54.
Fifty-nine percent now
feel a strong sense of
commitment to their
organization, down
from 73%.
More than half (57%)
rate their overall
benefits package as
good, and 59% say
their organization has
done a good job of
communicating about
benefits (down from
65% in 2006). Fifty-
one percent say their
benefits meet their
needs (down from
61%), while 42% feel
their benefits are
competitive within
their industry today.
A good retirement
savings or pension
plan is the third most
important element of
the value proposition
for Dutch workers; 56%
say they are satisfied
with their pension plan.
However, only 51% say
they are doing enough
to prepare financially
for retirement, and 45%
believe their employer
is doing enough.
Base pay is the most
important element of
the value proposition
for Dutch workers;
bonus/incentive pay
ranks lower at tenth.
However, only 45% are
satisfied with their base
pay. Most (60%) today
understand how their
pay is determined,
and 48% believe they
are paid fairly, given
their performance
and contributions.
Career advancement
is the eighth most
important element of
the value proposition
for Dutch workers;
training opportunities
rank sixth. Half (52%)
believe they have
sufficient opportunity
for growth and
development, down
from 59% in 2006.
Just 35% today believe
promotions generally
go to the most
qualified employees.
Working for a
respectable company
ranks fourth among
value proposition
elements. While 61%
are confident their
organization will be
successful in the future
(down from 67% in
2006), only 45% believe
their organization as a
whole is well managed
and 44% (down from
51%) trust senior
management to always
communicate honestly.
Type of work is the
second most important
element of the value
proposition for Dutch
workers, and 76% are
satisfied with the type
of work they do. While
80% say they have
access to the tools and
equipment they need to
do their jobs, far fewer
(47%) say managers
show concern for
employees’ well-being.
Having a flexible work
schedule ranks ninth
in importance among
value proposition
elements, and 54% say
their organization gives
them the opportunity
to work flexibly. Six in
10 say their workload
is reasonable (62%) and
they are able to achieve
a healthy balance
between work and their
personal life (64%).
Scores drop consistently acrossmany aspects of work experience
• Employees less committed today; more are considering leaving
• Scores decline for benefits, careers, views of company and management
• Only half feel financially ready for retirement
My Engagement
My Benefits
My Retirement
My Pay
My Life
My Job
My Company
My Career
Netherlands
Date of current survey: 2011 Number of respondents: 1,839 Date of prior survey: 2006
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