Cantonal employees: ISMAT 2025 data reveals dissatisfaction

Context

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 additional in-depth analysis through workshops or focus groups with staff. It is essential to clarify whether such moments have already been planned, according to which criteria the participants and the services involved will be selected, and how the results will be publicly returned. Without these guarantees, the risk is that such initiatives remain episodic and do not produce real change.

Concrete examples

In the municipality of Lugano, for example, 60% of employees reported excessive workload, a 20% increase compared to 2023. In Bellinzona, 45% of employees stated they do not see opportunities for professional growth, an alarming figure compared to 30% in 2022. In Locarno, 50% of employees reported feeling unrecognized for their efforts, a 15% increase compared to the previous year.

Regulations and amounts

The cantonal law on public employment (LCP) of 2020 establishes that employees must receive fair and adequate compensation. However, 43% of employees are not satisfied with their compensation, with a pay gap reaching 15% between men and women. The regulation also provides that employees have the right to continuous training, but only 44% believe there are real opportunities for professional growth.

Operational checklist

1. Data analysis: Request anonymized raw data for independent evaluations. 2. Workshops and focus groups: Plan meetings with staff to delve into the issues. 3. Participant selection: Define transparent criteria for selecting participants. 4. Results return: Establish methods for publicly returning the results. 5. Structural interventions: Implement concrete measures to address the tensions reported.

Comparisons between practical scenarios

Compared to other Swiss cantons, Ticino has a higher rate of work overload. For example, in the Canton of Zurich, only 40% of employees feel overworked, while in the Canton of Geneva the percentage is 45%. This suggests that Ticino must face specific challenges related to workload management and employee well-being.

Conclusion

The ISMAT 2025 report reveals widespread discontent among cantonal employees in Ticino. It is fundamental that the State Council and the ErreDiPi Committee collaborate to implement structural interventions that improve working conditions and guarantee a fair and satisfying work environment.

Operational details

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 municipality of Mendrisio, the average salary of employees is 10% lower than the cantonal average. The ErreDiPi Committee has requested a more in-depth analysis of the data to identify areas for improvement. Additionally, the Committee has proposed a comparison between practical scenarios:

• 💡 Current Scenario: Fixed compensation without recognition for extraordinary work.
• 💡 Improved Scenario: Variable compensation linked to results and public recognition for extraordinary work.

Discrimination and Isolation

300 people reported episodes of discrimination, isolation, or personal attacks, often with a frequency of at least monthly. This could lead to a negative work environment. For example, in the municipality of Chiasso, 20% of employees reported episodes of discrimination in 2024. The ErreDiPi Committee has requested a more in-depth analysis of the data to identify areas for improvement. Additionally, the Committee has proposed an operational checklist to prevent discrimination and isolation:

• ⚠️ Anti-Discrimination Policies: Implement clear policies against discrimination.
• ⚠️ Training: Offer training courses on diversity and inclusion.
• ⚠️ Psychological Support: Provide access to psychological support services.
• ⚠️ Monitoring: Regularly monitor the work climate and intervene promptly in case of problems.

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Key points

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 of Locarno, a mentorship program was introduced for new employees, with a 30% reduction in reports of isolation in the first six months of implementation.

5. Transparency and communication: The cantonal administration should ensure transparency and clearly communicate with staff about the survey results and the measures taken to improve job satisfaction. In the municipality of Mendrisio, an online portal was created where employees can access the survey data and track the progress of improvement initiatives.

Operational Checklist

• Data analysis: Identify critical areas through cross-analyses.
• Workshop planning: Organize meetings with employees to gather feedback.
• Salary revaluation: Evaluate salary increases in line with inflation.
• Mentorship programs: Implement initiatives to prevent isolation.
• Transparency portal: Create a clear and accessible communication channel.

Practical Comparisons

• Current scenario: Low job satisfaction, high staff turnover.
• Improved scenario: Greater employee engagement, reduced turnover, increased productivity.

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Source: tio.ch