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Employee Retention in the Middle East

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In cooperation with YouGovSiraj, Dan Stuart from Bayt.comp reports on the increasing divide between salaries and inflation in the Middle East - and the resulting dissatisfaction among regional …

In cooperation with YouGovSiraj, Dan Stuart from Bayt.comp reports on the increasing divide between salaries and inflation in the Middle East - and the resulting dissatisfaction among regional employess. It is interesting to note the different job motivators for regional nationalities versus Western expats.

Published in: Economy & Finance, Travel

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  • Nice presentation....Please send a copy to me : myi.y2k@gmail.com
    Thnxs
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  • 1. Dan Stuart [email_address] April 4, 2008 Employee Retention in the Middle East: A Regional Perspective
  • 2.
    • The Motivation Behind Bayt Research
    • The Data
    • Conclusions
    • Questions & Discussion
    Agenda
  • 3. The Motivation Behind Bayt Research
  • 4.
    • Bayt Research empowers:
      • Employers to benchmark against industry peers which aids in perception management
      • Regional residents and international jobseekers with consistent, reliable and timely information
    Regional Information Void Bayt Research
  • 5. The Data
  • 6. Some background data Poll question: Do you find yourself fully engaged in the job you are in? Poll posted 11.Mar.2008 - 18.Mar.2008 The Data Choices % Yes, fully 63 No, just moderately 16.8 No, not at all engaged but I don’t hate it 10.4 No, I hate my job 9.9
  • 7. Some background data Poll question: What percentage of your staff do you believe are fully engaged in their job? Poll posted 13.Mar.2008 - 20.Mar.2008 The Data Choices % 1-10% 9.7 11-20% 24.2 21-40% 11.3 41-60% 22.6 61-80% 17.7 81-100% 14.5
  • 8. Some background data Poll question: What factor would most cause you to immediately become more engaged in your job? Poll posted 19.Mar.2008 - 26.Mar.2008 The Data Choices % Higher Salary 27.7 More Training and Development Opps 26.8 Better Management 24.8 Better Job Descriptions 8.1 Better Communication in the company 6.8 Flexible hours 5.9
  • 9. Some background data Poll question: What factor do you believe would cause your staff to immediately become more engaged in their job? Poll posted 19.Mar.2008 - 26.Mar.2008 The Data Choices % Better Management 37.4 Higher Salary 29.7 More Training and Development Opps 19.8 Flexible Hours 5.5 Better Communication in the company 4.4 Better Job Descriptions 3.3
  • 10. Some background data Poll question: Is there someone at work who encourages your development? Poll posted 12.Feb.2008 - 12.Mar.2008 The Data Choices % Yes 61.2 No 38.8
  • 11. Some background data Poll question: In the last month, have you received recognition or praise for doing good work? Poll posted 04.Feb.2008 - 12.Feb.2008 The Data Choices % Yes sufficiently / frequently 40.2 Insufficiently / infrequently 16 Never 43.8
  • 12. Some background data Poll question: Do you daily have the opportunity to do the work you do best every day? Poll posted 21.Jan.2008 - 28.Jan.2008 The Data Choices % Yes, almost always 54 Sometimes 27.9 Usually not 10 Never 8.1
  • 13. Some background data Poll question: Do you have the materials and resources needed to do your work? Poll posted 15.Jan.2008 - 21.Jan.2008 The Data Choices % Yes, almost always 54.8 Sometimes 31.1 Usually not 14.2
  • 14. Some background data Poll question: How clear are you about expectations of you at work? Poll posted 06.Jan.2008 - 14.Jan.2008 The Data Choices % Usually very clear 55 Somewhat clear 22.6 Not very clear 13.2 Not at all clear 9.1
  • 15. Some background data Poll question: What would motivate you most to accept a new job? Poll posted 11.Nov.2007 - 27.Nov.2007 The Data Choices % Opportunities for growth / advancement 41.5 Higher pay 29.6 A better company 11.8 A better position 7.2 More interesting job description 7.1 Flexible hours 3
  • 16. Some background data Poll question: What is the most important aspect you look for in a job? Poll posted 26.Nov.2007 - 12.Dec.2007 The Data Choices % Opportunities for growth / advancement 59 Well-defined role / responsibilities 17.6 Friendly team 9 Pleasant environment 7.5 Cordial and professional boss 4.3 Proximity to my home 2.6
  • 17. Some background data Poll question: What is the maximum length of time you see yourself staying in a job? Poll posted 20.Nov.2007 - 02.Dec.2007 The Data Choices % 1 year 6.8 2 years 10.6 3-4 years 19 5 years 15.7 6-10 years 16.2 I hope to stay with a company indefinitely 31.7
  • 18. Some background data Raise versus Cost of Living Average raise: 12-17% | Average perceived COL increase: 27-38% The Data
  • 19. Some background data Not Satisfied: 41% | Highest % of low satisfaction: GCC nationals 49% The Data
  • 20. Some background data No Raise: 25% | Unhappiness with Raise: Gulf 36% / West. 26% The Data
  • 21. Some background data Gap between raise received and deserved: 25% The Data
  • 22. Some background data Avg Percentage of Increase 30 27 38 41 29 33 22 31 33 38 30 37 Assume an increase of 20+% in COL: 42% The Data
  • 23. Some background data Avg % income saved 14 20 9 6 12 10 8 17 8 14 13 10 Incidence of $0 savings: Gulf and Levant 32% / Western 12% The Data
  • 24. Some background data Q:Thinking about your quality of life, how would you compare yourself to other people of a similar generation in your country of residence? General feeling: above average vis-à-vis peers The Data
  • 25.
      • Average time in one career path: 8.78 years
      • 71% of people have had 2+ jobs in last 5 years
      • Average time at one job: 2.25 years
      • Will change company in next year: 32%
      • Will change industry in next year: 44%
      • 50% of loyalty is related to income
      • Other than pay: 40% of loyalty linked to career progression
        • GCC Nationals: 43% linked to line managers
        • Western Nationals: 36% linked to colleagues, daily tasks and work environment
    Additional Information The Data
  • 26.
      • Costs are outpacing earnings
      • However, people are generally positive about their position relative to their peers
      • Highly mobile workforce
      • Internal movement is creating salary pressures
      • Focus on retaining mid-career staff who tend to move every 2.25 years
      • Engagement is about more than pay
      • With differences between Nationalities, there is no one-size-fits-all approach to retention
    Conclusions Conclusions
  • 27.
    • All Tables/Polls/Research
    • available on
    • www.bayt.com
    • Thank You!