The financial strength of a company has emerged as the most important basic factor that creates higher retention and employee satisfaction among workers in Ghana.

Majority of 613 respondents sampled by Ghana’s No. 1 Career Platform, Jobberman Ghana, ranked Financial Stability of a Company as the most important intrinsic trait that they desire in an ideal company.

The 2021 Jobberman Ghana Employee Satisfaction Report highlighted that a company’s financial state and well-being are imperative, especially during the pandemic as employees have more financial responsibilities to attend to.

Other basic things employees look out for are Welfare/Benefits, Job Security, Competitive Package and Career Growth. On the other hand, Strong, Relatable Company Values & Goals was ranked the most important external trait.

In terms of age, respondents within the age bracket of 36-45 and above 45 years ranked Competitive Package as the most important intrinsic trait followed by Financial Stability of a Company and Job Security. However, respondents in the 18-24 age bracket ranked Financial Stability of a Company as the most important intrinsic trait followed by Job Security and Career Growth. Respondents aged between 25-35 ranked Financial Stability of a Company, Welfare/Benefits and Competitive Package as their top three most important intrinsic traits.

Finances & Job Security are top priorities for the older age groups. The report highlighted that their age could be an obstacle in finding a new job or fear of becoming discouraged workers. It could also be due to the current pandemic times and the uncertainty it brings, hence finance and job security are imperative for them to ensure their financial stability, Jobberman explained.

Happiness & flight risk

The majority of the respondents aged between 18-24 and Over 45 years said they are happy with their current employer. However, the majority of respondents within the age range of 25-35 were neutral about their happiness levels. In addition, the majority of respondents aged between 36-45 years pose the highest flight risk while respondents aged Over 45 are the least willing to leave their current employer.

“Respondents aged Over 45 pose the lowest flight risk which could be attributed to various factors such as not being adaptable to change or they are discouraged from applying for new jobs due to the fear of age discrimination as some employers prefer to employ younger employees. However, respondents aged between 36-45 could be driven by factors such as burnout and a search for better fulfilling opportunities”.
Jobberman Ghana

The majority of male respondents are neutral about their happiness levels and also pose the highest flight risk as they are willing to leave their current employer in the next six months.

Satisfaction & advocacy quota by age group

The majority of respondents within the 18-24, 25-35 and 36-45 were neutral about their satisfaction levels, especially respondents aged 18-24 years. However, the majority of respondents above 45 years said they are satisfied with their current role. Despite the high neutral levels of respondents, the majority of them said they would recommend their current employer to others, especially respondents aged between 18-24 years.

“The older respondents are more satisfied with their current roles than younger respondents. The higher job satisfaction among older respondents may be influenced by the perks that come with sustaining a long career, including higher salaries, better benefits, promotion opportunities and overall success in the workplace”.
Jobberman Ghana

Salary brackets by gender

In terms of salary, the report revealed that majority of respondents earn Under GH¢1,000 a month. However, 47% of women earn less than GH¢1,000 compared to 36% of men. Men make up the biggest percentage of respondents who earn in the highest salary brackets.

“Despite the majority of both genders earning Under GH¢1,000, men occupy the highest salary brackets, hence the usual suspect is that the gender pay gap is undoubtedly still persistent, which highlights gender inequality in the job market and a call for employers to create thorough diverse and inclusive opportunities in the workplace through company policies and practices that promote gender equality”.
Jobberman Ghana

The Jobberman Ghana Employee Satisfaction Report unpacked employee satisfaction among Ghanaian employees, and explored themes around external and intrinsic traits, employee happiness, flight risk, employer advocacy, job satisfaction and delved into insights based on age, gender, location, job level and work experience for a demographic overview.