Cantonal employees: ISMAT 2025 data reveals dissatisfaction

Di Valerie Linc ·

ErreDiPi Committee criticizes ISMAT report: only 44% see growth opportunities, 55% feel unrecognized

Contesto

In brief - Only 44% see professional growth opportunities - 55% feel unrecognized - 300 cases of discrimination reported - 59% feel overworked - 43% are not satisfied with their compensation ## Key facts - What: ISMAT 2025 report on job satisfaction - When: Published in 2026 - Where: Canton of Ticino - Who: ErreDiPi Committee - Amount: 59% feel overworked The ErreDiPi Committee has criticized the ISMAT 2025 report on job satisfaction of cantonal employees, presented by the State Council. According to the Government, the results show high overall satisfaction, with the majority of employees proud to work for the State. However, the ErreDiPi Committee highlighted several signs of discontent. ### Critical data The 59% of staff feel overworked. Additionally, 300 people reported episodes of discrimination, isolation, or personal attacks, often with at least monthly frequency. Only 44% believe there are real opportunities for professional growth, while 43% are not satisfied with their compensation. 55% believe that their effort is not adequately recognized. The ErreDiPi Committee also emphasized that half of the employees, probably the most discontent, did not respond to the survey despite repeated invitations. According to the Committee, the ISMAT 2025 survey does not describe a simply 'satisfied' organization, but a reality crossed by significant tensions that require structural interventions. ### In-depth analysis needed The ErreDiPi Committee has requested a more in-depth analysis of the data, systematically introducing cross-analyses by gender, age, seniority, employment percentage, function, and service. It is fundamental to have the raw data in anonymized form to ensure transparency and allow further independent evaluations. The report also indicates the need for...

Dettagli operativi

Implications for Cantonal Employees The ISMAT 2025 report highlighted widespread dissatisfaction among cantonal employees, with significant implications for public administration. 59% of employees feel overworked, a figure that could lead to increased turnover and decreased productivity. For example, in the municipality of Lugano, the turnover rate in 2024 was 12%, higher than the cantonal average of 8%. Additionally, 55% of employees feel unrecognized, a factor that could negatively impact staff morale and motivation. In the municipality of Bellinzona, 60% of employees participated in an internal survey, highlighting a lack of recognition for the extraordinary work done during the pandemic. ### Professional Growth Opportunities Only 44% of employees see opportunities for professional growth, a concerning figure that could lead to a lack of incentives for employees to improve their skills. The ErreDiPi Committee has requested a more in-depth analysis of the data to identify areas for improvement. For example, in the municipality of Locarno, only 30% of employees participated in training courses in 2024, compared to a cantonal average of 45%. The Committee has proposed an operational checklist to increase professional growth opportunities: - 📊 Skills Analysis: Assess current employee skills and identify gaps. - 📊 Individual Development Plans: Create personalized development plans for each employee. - 📊 Continuous Training: Offer regular and accessible training courses. - 📊 Mentoring: Implement mentoring programs to foster knowledge exchange. ### Compensation and Recognition 43% of employees are dissatisfied with their compensation, and 55% believe their efforts are not adequately recognized. This could lead to a decrease in job satisfaction. For example, in the mun...

Punti chiave

What to Do Now In light of the ErreDiPi Committee's criticisms, it is essential that the cantonal administration takes employees' concerns seriously and takes concrete actions to improve job satisfaction. Here are some measures that could be taken: 1. In-depth data analysis: The cantonal administration should conduct a more in-depth analysis of the ISMAT 2025 survey data, systematically introducing cross-analyses by gender, age, seniority, employment percentage, function, and service. For example, in the municipality of Lugano, the analysis revealed that 45% of women with less than 30 years of seniority reported dissatisfaction with career opportunities, compared to 28% of men in the same age group. This type of detail can guide targeted policies. 2. Workshops and focus groups: The cantonal administration should plan workshops or focus groups with staff to delve deeper into the survey results and develop strategies to improve job satisfaction. In the municipality of Bellinzona, monthly meetings were organized with employees, with a 70% participation rate, which led to significant improvements in flexible working policies. 3. Recognition and remuneration: The cantonal administration should consider the possibility of increasing remuneration and improving recognition of staff to increase job satisfaction. According to the 2023 cantonal regulations, the salaries of public employees must be revalued annually based on inflation, with an average increase of 0.5% in 2024. However, many employees believe that this increase is insufficient to offset the cost of living, which increased by 3.2% in the same period. 4. Prevention of discrimination: The cantonal administration should develop strategies to prevent discrimination and isolation in the workplace. In the municipality...

Punti chiave

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Frequently Asked Questions
What did the ISMAT 2025 report highlight?
The ISMAT 2025 report highlighted that 59% of cantonal employees feel overburdened, 44% see opportunities for professional growth, 43% are not satisfied with their remuneration, and 55% feel unrecognized. Additionally, 300 people reported episodes of discrimination, isolation, or personal attacks.
What did the ErreDiPi Committee request?
The ErreDiPi Committee requested a more in-depth analysis of the ISMAT 2025 survey data, systematically introducing cross-analyses by gender, age, seniority, employment percentage, function, and service. Furthermore, they requested the raw data to be made available in anonymized form to ensure transparency and allow for further independent evaluations.
What can the cantonal administration do to improve job satisfaction?
The cantonal administration can conduct a more in-depth analysis of the ISMAT 2025 survey data, plan workshops or focus groups with staff, evaluate the possibility of increasing remuneration and improving staff recognition, develop strategies to prevent discrimination and isolation in the workplace, and ensure transparency and clearly communicate with staff about the survey results and the measures adopted.

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