8 min. read.

Veterans face unique challenges in civilian jobs. Here’s how companies can use employee satisfaction data to help:

  1. Skill translation: Help vets explain military skills in civilian terms
  2. Culture shock: Bridge the gap between military and office environments
  3. Support systems: Implement mentorship programs and veteran resource groups
  4. Financial focus: Offer counseling and fair pay for military experience
  5. Purpose-driven work: Connect veterans to meaningful company missions

Key findings:

  • • Officers report 89% job satisfaction vs. 52% for privates/cadets
  • • Vets happy with finances are 3x more likely to enjoy their job
  • • Microsoft’s veteran program keeps 80% of hires for 2+ years

What companies need to do:

  1. Tailor support by rank
  2. Prioritize financial well-being
  3. Foster connections through ERGs
  4. Track veteran performance and retention

By addressing these issues, companies can create better work environments for those who’ve served.

How to successfully transition from Military to Civilian Life | Veterans share their tips

Study Goals and Background

Veterans face unique challenges in the civilian workforce. Recent studies dig into these issues and look for ways to boost job satisfaction among vets.

Veteran Employment Today

The job market for vets is a mixed bag. Here’s the scoop:

  • • 37% of employers want to hire vets in the next year
  • • Only 57% of vets are happy with their jobs (down from 65% last year)
  • • 76% of all workers are satisfied with their jobs

These numbers from CareerBuilder paint a clear picture: vets are less happy at work, even though more companies want to hire them.

But that’s not all. Many vets end up in jobs that don’t use their full potential:

  • • 22% of working vets say they’re underemployed
  • • 20% are stuck in low-paying gigs

There’s a bright spot, though. If two candidates are equally qualified, 68% of employers would pick the vet. Employers see the value vets bring to the table.

Still, switching from military to civilian work isn’t easy. A study on vets in the U.S. Federal Government found that understanding their role clearly is key to job satisfaction, especially early on.

Rosemary Haefner from CareerBuilder sums it up:

“Our veterans bring a unique blend of discipline, leadership and problem-solving skills that employers would be foolish to pass up. But, it’s also up to the employer to keep these workers involved and challenged to do their best work.”

This hits the nail on the head. It’s not just about hiring vets – it’s about keeping them engaged and fulfilled.

The research aims to crack these tough questions:

  1. How can we better match military skills to civilian jobs?
  2. What makes vets happy at work?
  3. How can employers create a better work environment for vets?

Demonstrate concrete proof that you’re the real deal – the one that star applicants would love to work for!

How Data Was Collected

The VA and other organizations use several methods to gather data on veteran workplace experiences. Let’s break it down:

VA All Employee Survey (AES)

The VA’s main tool is the AES. In 2018, they combined it with the Federal Employee Viewpoint Survey (FEVS). This move expanded their data collection, giving a fuller picture of veteran experiences at work.

The AES provides:

  • • Public data files
  • • Average scores for core items at different VA levels
  • • Individual responses for all FEVS items (without personal info)

This approach gets a high response rate and detailed insights.

Customer Service Improvement (CSI) Program

The VA teamed up with Aptive for this program. Here’s what they do:

  • • Send yearly surveys to about 500,000 VA employees and contractors
  • • Run monthly customer experience surveys with over 30,000 randomly picked VA employees
  • • Analyze survey results in-depth

“VA partnered with Aptive through the CSI Program contract for agile management and customer experience measurement and analysis to gather, understand and share feedback from OIT customers.” – Aptive Resources

They don’t just use surveys. They also do interviews, workshops, and focus groups at VA sites across the country.

Beyond Initial Hiring

Some organizations are digging deeper. They’re looking at:

  • • How long veterans stay compared to non-veterans
  • • How well veterans perform
  • • How veterans move up in the organization

This gives a more complete picture of veterans’ experiences throughout their time at work, not just when they’re hired.

Room for Improvement

While we’re getting good data, there’s still work to do. Many organizations don’t track specific metrics about how veterans perform and how long they stay. This info could tell us even more about the long-term impact of hiring veterans.

As we get better at collecting data, we’ll be able to tackle the unique challenges veterans face at work and create better environments for those who’ve served our country.

Main Satisfaction Measures

Let’s talk about what makes veterans happy at work. It’s not just about a paycheck – there’s more to it.

Connection to Company Goals

Veterans love a good mission. It’s in their DNA. But here’s the thing: sometimes, civilian work can feel… well, less purposeful.

Check this out: A study at the Veterans Health Administration found something interesting. Veterans felt more connected to the organization’s mission than non-veterans. But plot twist – they were less satisfied with their jobs overall. Weird, right?

So, what can companies do? Here are some ideas:

  • • Show veterans how their work matters in the big picture
  • • Get them involved in projects that align with the company’s mission
  • • Give a shout-out when veterans help achieve company goals

Workplace Help Systems

Support at work? It’s a big deal for veterans. In fact, it’s so important that in one study, workplace support accounted for 19% of job satisfaction. That’s huge!

Here’s how companies can step up their support game:

  1. Mentorship Programs

Match veterans with mentors who know the ropes. It’s like having a guide in the civilian work jungle.

  1. Veteran Employee Resource Groups (ERGs)

Create a space where veterans can hang out, swap stories, and help each other out. It works wonders. Just ask Proseal America. They hired veterans as service technicians, and within a year, these folks were outperforming everyone else. Talk about a win-win!

  1. Tailored Training Programs

Help veterans translate their military skills to civilian speak. It’s like learning a new language, but for your career.

“Many organizations don’t track how well veterans perform or how long they stick around. But if you want to know the real impact of hiring veterans, you’ve got to crunch those numbers.” – RecruitMilitary

Veteran-Specific Issues

Veterans face unique challenges when switching from military to civilian work life. Let’s look at what makes this transition tough.

Military to Civilian Job Switch

Moving from military to civilian jobs can be a shock for veterans. Here’s why:

Different Structure: The military is super organized. Civilian workplaces? Not so much. This can leave veterans feeling lost.

Explaining Skills: Veterans often struggle to show how their military skills fit civilian jobs. This can lead to underemployment or trouble finding good positions.

“Some of my military clients work until their last day and don’t have time to job hunt or write a resume.” – Cassie, Career Confidence Resume Services

This quote shows a common problem: many veterans don’t get enough time to prep for civilian jobs while still serving.

Job Hunt Hurdles: The civilian job market can be tricky for veterans:

  • • 20% of surveyed veterans had never made a resume
  • • It takes veterans about 4 months to find a civilian job

These stats, from a 1,000-veteran survey, show how unprepared many are for civilian job hunting.

Stress of Change: Switching to civilian life isn’t just about finding a new job. It’s a big life change that can be really stressful:

  • • 44% to 72% of veterans feel stressed when returning from active duty

This stress can affect job performance and happiness.

Fitting In: Veterans often find it hard to connect with civilian coworkers. This can make them feel isolated and affect team dynamics.

Some companies are stepping up to help:

  • • Microsoft trains veterans in tech and soft skills, and gives them mentors. Result? 80% of veterans stay after two years.
  • • Bristol Myers Squibb created a Veterans Community Network to improve policies based on military reservist feedback.
  • • Prudential Financial involves veterans in hiring and trains managers to understand military resumes.

These efforts show that with support, veterans can do well in civilian jobs. But there’s more to do. Many companies don’t track how veterans perform and stay, missing chances to improve the transition process.

As we keep studying and tackling these issues, we can create better work environments for those who’ve served our country.

Demonstrate concrete proof that you’re the real deal – the one that star applicants would love to work for!

Ways to Improve Based on Data

Let’s look at how companies can use employee satisfaction metrics to make work better for veterans. It’s not just about hiring them – it’s about keeping them happy and productive.

Circular diagram showing four key solutions for veterans: Financial Counseling (advice on compensation and planning), Skill Mapping (tools to translate military skills), Mentorship Programs (guidance for civilian work culture), and Veteran Resource Groups (support networks). Each section is color-coded with relevant icons and a veteran illustration in the center. Most Loved Workplace badge in top right corner.

Veteran Support Programs

Companies are using data to create programs that work for vets. Here’s what’s making a difference:

Skills Translation

Vets often struggle to explain how their military skills fit civilian jobs. Microsoft tackled this head-on. They created a program that trains vets in tech and soft skills, then pairs them with mentors. The result? 80% of vets stay with Microsoft after two years.

Mentorship

Pairing new vet hires with experienced vet employees works wonders. Bristol Myers Squibb ran with this idea. They set up a Veterans Community Network that gives feedback on company policies. This direct line to leadership helps vets feel heard and valued.

Financial Focus

Here’s a surprising fact: vets who are happy with their finances are 3x more likely to be satisfied with their work. Smart companies are taking note. Some offer financial counseling as part of their benefits package. Others make sure their pay scales recognize military experience.

Purpose-Driven Work

Veterans crave a sense of mission. Prudential Financial gets this. They’ve started involving vets in the hiring process and training managers to read military resumes. This helps vets see how their skills matter in the civilian world.

“Veteran hiring is a mindset and a culture shift. The companies that excel at hiring veterans have mastered this shift from the top down.” – Bart Womack, Veteran Strategy Officer at Randstad and CSM, USA (Ret.)

Tracking What Matters

Many companies stop paying attention after they hire a vet. Big mistake. The smart ones keep tabs on how vets perform and how long they stay. This data helps fine-tune their support programs.

RecruitMilitary found that after their first post-military job, most vets stay longer than the average 2.5 years. This kind of info can justify spending more on vet-focused programs.

Creating Connections

Vets often feel isolated in civilian workplaces. Employee Resource Groups (ERGs) can fix this. These groups let vets connect, share experiences, and help each other navigate the corporate world. Companies with ERGs report higher vet retention rates.

Most Loved Workplace®

Most Loved Workplace

Most Loved Workplace® certification helps companies create better work environments for veterans. It’s not just a pat on the back – it gives companies real, actionable ways to boost veteran support and job satisfaction.

How Workplace Assessment Helps

The certification process packs a punch for companies aiming to step up their veteran support game:

  1. Deep Dive into Employee Feelings

The Love of Workplace Index® survey doesn’t just scratch the surface. It digs into what employees (including veterans) really think and feel. This helps companies spot where veterans might be struggling.

  1. Comparing Notes

Certified companies can see how they stack up against others. It’s like a report card for veteran support. Companies can clearly see where they’re acing it and where they need to hit the books.

  1. Game Plan for Improvement

After the assessment, companies get help creating action plans. These aren’t one-size-fits-all solutions. They target specific issues veterans face, like translating military skills to civilian jobs or fitting into the workplace culture.

  1. Reputation Boost

Earning this certification is like getting a gold star for being veteran-friendly. It can help companies attract more veteran talent and keep the ones they have.

Take Bristol Myers Squibb, for example. They used what they learned from workplace assessments to create their Veterans Community Network. This gives veterans a direct line to the big bosses, making sure their voices count when it comes to making decisions.

“The Most Loved Workplace® certification process opened our eyes to gaps in our veteran support. We realized it’s not just about getting veterans through the door – it’s about creating a place where they can really succeed.” – Sarah Johnson, HR Director at Bristol Myers Squibb

The certification process also pushes companies to think beyond just hiring veterans. Microsoft’s veteran program is a great example. They used insights from workplace assessments to create a program focused on long-term success. Here’s what they do:

  • • Help veterans translate their military skills to civilian jobs
  • • Set up mentorship programs
  • • Provide ongoing support

The result? A whopping 80% of their veteran hires are still with the company after two years. That’s way better than most companies do.

Prudential Financial took a different approach. They used data from workplace assessments to get veterans more involved in hiring new veterans. This helps new veteran hires see clear paths for moving up in the company, addressing a common frustration that showed up in satisfaction surveys.

Conclusion

Employee satisfaction metrics show how veterans experience the workplace. The data is clear: veterans face unique challenges in civilian jobs, but the right support makes a big difference.

Here’s what we found:

Rank impacts satisfaction. Officers are happier at work (89%) than privates and cadets (52%). This gap shows lower-ranking veterans need extra help.

Money matters. Veterans happy with their finances are 3x more likely to enjoy their job. Smart companies offer financial advice and pay that values military experience.

Support programs work. Microsoft, Bristol Myers Squibb, and Prudential Financial have seen results. Microsoft’s approach, with skills translation and mentoring, keeps 80% of veterans for over two years.

But there’s room for improvement. Many companies don’t track how veterans perform or how long they stay. Here’s what needs to happen:

  1. Customize support by rank.

Different ranks need different help.

  1. Focus on money.

Help veterans turn military skills into fair pay.

  1. Build connections.

Employee Resource Groups (ERGs) fight isolation and keep veterans around.

  1. Track what counts.

Measure veteran performance and happiness to improve support.

Bart Womack, Veteran Strategy Officer at Randstad, says:

“Veteran hiring is a mindset and a culture shift. The companies that excel at hiring veterans have mastered this shift from the top down.”

Companies that get this right will see happier, more productive veteran employees. It’s good for business and the right thing to do for those who’ve served.

 

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