Report: Wellbeing, job satisfaction and work stability in Poland in 2024

About the report

The Global Talent Barometer 2024, conducted by ManpowerGroup, surveyed over 12,000 employees across 16 countries, including Poland, to uncover what employees value most in their workplaces. Based on the said data, this article highlights the evolving dynamics of Poland’s workforce and offers valuable takeaways for organizations and job seekers alike.

Wellbeing of employees in Poland

The Wellbeing Index, based on four pillars – meaning and purpose, daily stress, alignment with company values, and work-life balance – paints a nuanced picture of Polish employees' mental and professional health:

• Purpose-driven work: An impressive 87% of Polish workers find meaning and purpose in their roles, especially in the energy and utilities sector, where roles align closely with societal needs.
• Stress levels: Only 38% oef employees report low stress levels, highlighting a need for better stress management support. Sectors like healthcare and life sciences face the highest stress due to demanding work environments.
• Value alignment: 78% of employees feel connected to their company’s values, with the finance and real estate sectors showing the strongest alignment.
• Work-life balance: Around 68% of respondents feel supported in maintaining a healthy work-life balance, with hybrid work models offering the best flexibility and satisfaction.

While professionals and middle managers experience high job meaning, manual and office workers report elevated stress levels. This indicates a need for tailored stress relief programs and additional support mechanisms across the board.

Job satisfaction in Poland

Polish employees are moderately satisfied with their roles, though areas for improvement remain.

• Job contentment: About 55% of employees express satisfaction with their current roles, with the energy and utilities sector leading the way due to clear career paths and strong alignment with organizational goals.
• Confidence in stability: 66% of employees feel secure in their positions for the next six months, while IT professionals display the highest confidence in finding new roles. This reflects a strong demand for IT skills.
• Trust in leadership: 58% of employees trust their managers to prioritize their career interests. However, trust is highest in healthcare, where effective leadership support is critical.

Mid-level managers in Poland exhibit the lowest confidence in their leadership, pointing to a gap in mentorship and professional support. This underscores the need for enhanced engagement strategies and targeted leadership development.

Professional stability and opportunities for growth in Poland

The Professional Stability Index scores Polish employees at 79%, indicating a solid foundation of skill relevance and access to tools, though areas for growth persist:

• Skill development: 76% of employees feel they can acquire new skills. IT professionals benefit the most from these opportunities, while other industries could expand access.
• Career growth: 60% of respondents believe in internal advancement opportunities. The energy and utilities sector continues to lead with robust career paths.
• Confidence in skills and tools: 92% of employees feel equipped with the skills required for their roles, but customer service employees highlight gaps in access to critical tools.

Tailored training programs and mentorship opportunities could bolster professional stability, especially for manual workers and mid-level managers seeking career advancement.

Are there any areas for improvement in Polish workplaces?

While Poland shows promising statistics in many areas, several challenges remain for employers to address:

1. Stress management: With only 38% of employees experiencing low stress, organizations must invest in wellness programs, especially in high-pressure industries like healthcare.
2. Skill development: Companies should offer customized training programs to meet evolving market demands, ensuring employees stay competitive.
3. Mentorship programs: Introducing formal mentorship structures can empower employees, particularly mid-level managers and manual workers.
4. Retention strategies: Sectors prone to high turnover, like customer service and entry-level office roles, must prioritize retention efforts, including career growth initiatives and enhanced job satisfaction measures.

To sum up: What do the employees in Poland look for in a workplace?

The Global Talent Barometer 2024 highlights that Polish employees value meaningful work, stability, and growth opportunities. While job satisfaction and professional stability metrics are encouraging, organizations must address critical challenges such as stress management, mentorship availability, and skill development to enhance employee experiences further. For employees, these factors are key to building fulfilling, sustainable careers in Poland’s evolving job market.