Despite the fact that car sales in 2024 have been characterized by economic headwinds, the recent results from this year’s well-being survey show that well-being among employees in the car industry remains stable.
This is a clear signal that companies in the Norwegian car industry are doing a lot right, while also showing that there is room for improvement. This is the third time the well-being survey has been carried out by Moment, on behalf of the Norwegian Automobile Industry Association (NBF) and the National Association of Bilimportørenes (BIL).
Focus on well-being and improvement potential
The survey was carried out in the period 15–25. October 2024, and took about five minutes to complete. A total of 1,520 people started the survey, and 1,205 completed it. Compared to 2023, there was an increase in both participation and completion rate. It shows a clear commitment among the employees.
The purpose of the survey is to identify factors that affect well-being, turnover and career development in the car industry. Respondents are asked about 16 factors relating to well-being in the workplace, and two relating to sustainability and the environment.
The scoring scale runs from 1 to 5. 1 is synonymous with “not important at all”, and 5 indicates “very important”. The respondents are asked what they think is important, as well as whether this is present in their everyday work. In this way, we can see the deviation clearly. Examples of this are social community, a culture of helping, available managers, inclusion, career development opportunities, and balance between work and leisure.
The survey reveals a clear gap between the desired and actual presence of systematic work for a good social environment. This may be due to increased pressure and tougher times, which often mean that such measures are given a lower priority.
Nevertheless, we know that when employees are happy and feel safe, they become more productive, creative and committed.
Findings from the 2024 survey
The results provide both an encouraging picture and point to important areas for improvement:
Social community, security and predictability: These are important factors that employees across all age groups value and experience to a great extent.
Fairness and development opportunities: Many employees call for a greater presence of these factors. Especially the younger age groups, who place competence and career development high on the agenda. Fair treatment is one of the factors where the gap between importance and perceived presence is greatest. This means that employees experience fairness as crucial for well-being and belonging, but many feel that this is not sufficiently taken care of. Justice is about rules, procedures and decisions being made in a transparent, consistent and inclusive manner. Measures such as management training, involvement of employees and clear communication about decision-making processes will help to strengthen the experience of justice. This will not only promote well-being, but also build an inclusive and motivating working environment.
Green transition: Climate and environment is still the only area where the presence of well-being factors exceeds their perceived importance – which reflects the industry’s focus on sustainability.
Low turnover intention: Although finances are still an important reason for staying in the industry, the survey shows a generally low turnover intention. Younger employees, however, report a higher intention to change both workplace and industry, and have somewhat lower professional loyalty.
Increase in bullying and harassment: The survey shows a slight increase in reporting of bullying and harassment, in both sexes. Women also experience a lower degree of well-being and a higher degree of bullying compared to men, even though their turnover intention is lower.
Women in the industry: With only nine percent of women in the car industry, there is great potential for increased diversity. Women in the industry report a somewhat lower presence of well-being factors, but at the same time state a lower intention to leave the job.
Older age groups: Older employees consistently experience a higher presence of well-being factors than younger colleagues – which emphasizes that the age groups have different needs and priorities.
Economy, career opportunities and social working environment: These appear to be the three most important factors that influence turnover intention among employees who are considering changing jobs or industries. The sense of presence for career development opportunities has a low average. And the results of the survey show that employees experience a large gap between desired and actual opportunities for career development. This indicates that many employees feel that they do not get sufficient chances to grow and develop professionally at work. To meet this need, the management should actively talk to the employees about their career aspirations and align these with the needs of the business. It is also important to facilitate an increase in professional competence through courses, training and opportunities for new tasks.
Well-being as fresh produce
NBF and BIL emphasize that well-being in working life is a fresh commodity that requires continuous attention.
– By mapping specific working environment conditions such as diversity, equality and turnover, we can ensure that the industry remains an attractive workplace, says Erik Solum, who is head of insight, analysis and sustainability at BIL.
– This also gives us a good opportunity to see how measures from previous years have affected well-being, he adds.
Member companies that want a specific report for their own business can order this, provided there are enough participants to maintain anonymity. However, it is emphasized that this does not replace internal surveys, but acts as a supplement to strengthen the working environment.
Broad participation
We thank everyone who contributed with answers, as well as day-to-day managers and HR departments who encouraged and motivated employees to answer. The five minutes it takes to answer the survey is a valuable investment when it comes to shaping the automotive industry of the future.
The way forward
The well-being survey provides valuable input into how the car industry can meet the challenges of the future. With stability as a foundation and a clear focus on improvement, everything is in place for the car industry to continue to develop and attract new talent. BIL encourages everyone to participate actively in this work, so that the car industry can remain an attractive and inclusive industry for everyone.
For questions about the survey, contact Erik Solum on 920 13 151, or e.solum@bilimportorene.no.
Heidi Chr. Lund (NBF) and Erik Solum (BIL) lead the work on the Well-Being Survey.