AMERICANS, BRITISH TRUST IN PERFORMANCE FOR ADVANCEMENT

 

BOSTON  --  American and British employees share a similar trust in job performance as the key to advancement in the workplace, according to survey of more than 1,241 employees in both countries conducted by Novations Group, a global consulting organization based in Boston.

 

Two-thirds of employees in both countries cited job performance as the most important reason for promotion at their organization.  Nevertheless, sizeable minorities believe who-you-know is crucial:  20% of Americans v. 14% of British employees.

 

What do you think is the most important reason for advancement in your work place?

 

                                                    U.S.              U.K.

Job performance                         61%             65%

Who-you-know                          20%             14%     

Seniority                                     11%               4%

Luck                                             2%               5%

Other/None of these                     4%               8%

 

Employee attitudes on both sides of the Atlantic seem to converge when it comes to this core issue in todays organization, said Novations Group Vice President Paul Terry, who oversaw the research.  Frankly, we expected the British to be less confident that performance would determine promotion.  Whatever gap may have existed appears to be superseded by a common commitment to getting the job done, more of an acceptance of achievement -based policies and less on presumed rank or privilege.  This would be a healthy development.

 

On the other hand, employee mistrust is ever present, warned Terry.  One in five U.S. employees is still pretty cynical about how co-workers get ahead, and the British are only a bit behind.  This a classic challenge for management, to motivate and lead in a way thats seen as fair and based on getting the job done.

 

Among the other survey findings:

 

        Americans were more than twice as likely as British employees to see seniority as the deciding factor for advancement, by 11% to 4%.

 

        Five percent of British employees attribute advancement to luck, 7% of men and 4% of women;  by comparison just 2% of Americans cited luck.

 

        Differences by sex were negligible among American employees, while British women placed more faith in job performance than men, by 70% to 60%.

 

        In the U.K. social class has an impact on attitudes toward job advancement.  Among middle and upper middle class employees 73% trust in job performance, among lower middle class it was 66%, among skilled working class 60% and among working class just  58%.

 

        In the U.S. income levels were a good predictor of trust in job performance.  Among employees earning $75,000 or more, 67% cited job performance, while among those earning less than $25,000 only 49% trust in job performance.  Likewise, the higher employees educational level, the more likely they are to trust in job performance.

 

Organizations on both sides of the Atlantic have improved their development and promotion practices, said Terry.  And the findings suggest most employees can make the connection between performance and advancement.  Nevertheless, those in lower-level positions seem to need more coaching an support in order to feel included.

 

The telephone phone survey of 668 employed Americans was conducted for Novations Group September 27 October 3, 2006 by International Communications Research, Media, PA.  The national opinion poll of 573 British employees was conducted for Novations September 29 October 1, 2006 by London survey firm GfK.

 

Founded in 1977 and based in Boston, Novations Group is one of the countrys largest performance improvement organizations and serves clients on four continents.  For information visit www.Novations.com.

 

Contact:  Pat FitzGerald, Novations, 617-787-2163, pfitzgerald@novations.com, or Phil Ryan, Ryan Public Relations, 845-339-7858.