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Global insights on employee engagement
One in three workers in
Spain (30%) is seriously
considering leaving his
or her organization, up
from 21% in 2004, with
the youngest workers
(under age 25) the
most likely to be
considering an exit
(38%). While pride
in their organization
increased from 56%
to 58% since 2004,
commitment to the
organization dropped
from 63% to 58%.
Today, 44% rate their
overall benefits package
as good, and 37% (up
from 20% in 2004) say
their benefits meet
their needs. In addition,
47% (up from 33%)
say their organization
does a good job of
communicating about
benefits, but only 37%
believe their benefits
are competitive within
their industry.
A retirement savings
or pension plan
ranks only eighth in
importance among
Spanish workers.
However, only 41%
(45% of men and 36%
of women) believe they
are doing enough to
prepare financially for
retirement, and 32%
(35% men, 27% women)
say their organization is
doing enough to
help them.
Base pay is the most
valued element of
the value proposition
in Spain, and 58%
are satisfied with
their pay. While 56%
understand how their
pay is determined,
only 38% believe they
are paid fairly given
their performance and
contributions, and 38%
say their organization
adequately matches pay
to performance.
Training opportunities
rank fourth in
importance and career
advancement ranks
fifth among value
proposition elements.
Forty-four percent,
up from 38% in 2004,
believe they have
sufficient opportunity
for growth and
development,
and 40%, up from
25%, say promotions
go to the most
qualified employees.
A majority (60%)
believes their
organization will be
successful in the future,
up from 53% in 2004,
and 45%, up from 36%,
say their organization
is well managed. Half
(48%) trust senior
management to
always communicate
honestly, up from 32%,
but perceptions of
organization support
for diversity dropped
20 points to 45%.
Type of work is the
second most important
element of the value
proposition for Spanish
workers; 80% are
satisfied with the type
of work they do. Forty
percent, up from 27%
in 2004, say managers
demonstrate concern
for employees’ well-
being, and 41%, up from
24%, say their manager
regularly coaches
them on performance
improvement.
A flexible work schedule
ranks as the third
most important value
proposition element;
46% say they have the
opportunity to work
flexibly. Fewer workers
(63%, compared with
70% in 2004) say they
are able to maintain
a healthy balance
between work and their
personal life, but 52%,
up from 47%, say their
workload is reasonable.
Spain
Mixed views of work experience leads to lower engagement, commitment
• Nearly one in three workers seriously considering leaving
• Scores for benefits, pay, careers, management improve but remain low
• Perception of organizational support for diversity drops dramatically
My Engagement
My Benefits
My Retirement
My Pay
My Life
My Job
My Company
My Career
Date of current survey: 2011 Number of respondents: 2,071 Date of prior survey: 2004
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