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Latest Dutch consumer sector employment trends and employee satisfaction levels announced by Nigel Wright Group


Nigel Wright Group’s Netherlands Consumer Sector Salary Survey 2017 is specifically designed to provide insight into the salaries commanded by professionals within the consumer sector.

Nigel Wright Group has earned a strong reputation across Europe for providing a high-quality recruitment service that is built upon our industry knowledge. We consider it important to continue to bring customers relevant, useful information that they can use for benchmarking and decision making.

This year’s survey has been compiled from the responses of respondents who completed our online questionnaire in the first quarter of 2017 as well as data from our own extensive database of candidates. The survey represents a cross-section of respondents with the following profile:

  • Consumer sub-sector: Advertising and Media; Clothing, Footwear and Accessories; Consumer Electronics; Food & Drink; Health & Beauty; Home Construction / DIY; Retail; Telecommunications; Toys & Games, Travel & Leisure, Sports/Sporting Goods, Warehousing & Logistics Services;
  • 72% of respondents are educated to degree level or above; 54% have a Masters, and 7% a PhD;
  • 36% have been in their current position less than two years, 38% for between two and five years, 24% for between five and ten years and 3% for 10 or more years.




Our infographic summaries the key findings:



A summary of the key findings are as follows:

  • Job satisfaction by job level: Our Dutch respondents displayed a much higher level of job satisfaction than their other European counterparts. Indeed none of our sample said they were very dissatisfied and 27% said they were very satisfied. Executive (C-suite & board level) unsurprisingly display the highest levels of job satisfaction. The results show that the majority are satisfied with 83% saying they are either moderately or very satisfied.  Those with salaries over €80,000 have even greater satisfaction than those earning less.
  • Job satisfaction by discipline: We also examined job satisfaction by discipline and the number of hours people were working. As we find in other European countries, people who work in sales are inclined to experience job dissatisfaction compared to other disciplines. The longer hours people in our sample worked, the more job satisfaction they display. This could be used to demonstrate that people who like their jobs work longer hours.
  • Leaving current employer: In the consumer sector, although money is important, the opportunity to experience new challenges is a more persuasive factor for employees considering their next move. Achieving an improved work-life balance is also an increasingly important factor for job seekers today. Seeking new challenges (26%), increased pay (18%), gaining new skills (11%) and improving their work-life balance (10%) are the main influences for people to leave their current employer.
  • Salary increases: As part of their last salary review over one third of respondents (38%) received an increase of between 2% and 5%. At all levels, there is a degree of positivity regarding this year’s annual raise, with over half of people (52%) anticipating an increase of at least 2% (with 5% anticipating 10% or more).
  • Employee benefits: Respondents felt that the three most important employer benefits as part of a remuneration package were a personal bonus (59%), a company car and petrol (52%) and holiday entitlement (38%). For women, flexible working is more important than a personal bonus in an overall remuneration package.
  • Bonuses: Overall 98% of those surveyed receive some form of benefit or bonus. The most common being a company bonus (84%), a car allowance (81%) and a personal bonus (73%). The majority of our sample (62%) in full time employment have over 26 days holiday a year with 17% having over 31 days. Bonus payments this year were anticipated to be broadly the same as last year.
  • Pension: Two thirds (67%) of respondents receive a company pension. Of those who receive a pension there is an average of 4.8% contribution from the employer with the recipient contributing less (4.3%). Only 29% of those receiving a pension said they were not concerned of the size of their pension pot, with most people expressing varying levels of concern.
  • Flexible working: Nine out of ten respondents (92%) work for a company that offers some kind of flexible working – the most common being working from home (77%) followed by part-time hours (32%).
  • Working away from home: We found that 55%, spend at least one night away from home. 44% average one or two nights away per week, and 9% are spending at least three away from home (although 67% of those spending 3 nights away are earning €80,000 or more). The figures show an unsurprising correlation between higher salaries and time away from home.
  • Skills shortages: Whilst less than a third (30%) of respondents felt that there were currently no skill shortages at their place of work, we asked everyone what their employer had been doing to address skills shortages. Increasing training budgets was top of the list of actions (27%), followed by recruitment either from other industries or professions (13%), at an apprenticeship level (8%) or from another country (5%).
  • Qualities needed to be successful: Respondents were asked to select what qualities they felt were the most important for those working in the consumer sector. Being an excellent communicator (66%), being flexible and adaptable (61%), and a strategic thinker (61%) were considered the most significant.




For more information on the Netherlands Consumer Sector Salary Survey 2017, please contact David on the details below:


David van der Capellen


DD: +31 (0) 20 800 6172

M:   +31 641 64 1737


Address: Parnassusweg 819, 1082 LZ Amsterdam, The Netherlands