Based on results from a Workhuman® iQ survey of 2,268 full-time workers across the U.S., U.K., Canada, and Ireland, their in-depth report explores the state of human connection at work. But they share more than just findings – the report offers actionable tips for business leaders to create more “human-centered work cultures.”
The Montani team did the heavy-lifting in reviewing the full report and wanted to share a “CliffsNotes” version for business leaders who may find the survey results as intriguing and motivating as we do. Happy learning!
Remote vs. On-Site Work
- Compared to on-site workers, fully remote workers were less likely to say they feel confident and more likely to feel uneasy about change.
- About half of hybrid and remote workers said they feel obligated to work while sick when they’re working remotely.
- Both hybrid and on-site workers feel more of a sense of connection to colleagues – thanks to at least some face-to-face interaction – than fully remote workers.
- Hybrid workers feel the most appreciated but also the most overworked.
- More than one-third of workers (36%) said they plan to look for a new job in the next 12 months. Compare this to pre-pandemic levels: a December 2019 survey showed only 21% of respondents were job seekers.
- Beware of the negative ripple effect: People who see turnover around them are more than 2x as likely to be looking for a new job themselves (48% vs. 24%).
- COVID new hires report feeling more overworked, burned out, stressed, and less psychologically safe than their more tenured colleagues.
- Most job-seeking workers (62%) said they would return to a former employer. Leading incentives for “boomerang employees” are pay, benefits & perks, and meaningful work.
- 72% said diversity, equity, and inclusion (DE&I) is somewhat or very important in terms of staying at their current organization.
- 66% of workers say they would appreciate more opportunities to celebrate personal life events (marriage, home purchases, baby announcements, etc.) at work.
- 54% of organizations don’t currently celebrate life events.
- When it comes to parents feeling supported by their company and their manager in their return to work, the U.S. and Ireland scored lowest.
- Working parents are slightly more likely to be looking for a new opportunity, with 25% of those job seekers citing the primary reason as better flexibility and work-life balance.
- Parents who work fully remote have notably less stress and feel less overworked.
Thanks & Recognition
- The more recently someone has been thanked by a manager and/or peer, the greater their sense of connection to the company culture and their colleagues. Being thanked also reduced instances of experiencing burnout.
- People who’ve never been thanked at work are 2x as likely to look for a new job in the next 12 months.
- 39% of hybrid and 29% of remote workers agree with the statement: “When I work from home, I don’t receive as much recognition as my on-site colleagues.”
In a nutshell, this survey reveals “a workforce that’s burned out, stressed, and overworked – and yearning for a sense of connection.” Talk about a wake-up call for HR leaders everywhere. Even though the overall outlook wasn’t as positive as we’d like to see, the report did end on a high note – tactics in which to create (or improve upon) a more human workplace.
Four Ways to Build a Human Workplace:
- Ask for feedback from your employees, and listen to it.
- Communicate your values.
- Be human (celebrate and recognize life events).
- Say “thank you” (celebrate and recognize great work and great effort).
If you’re a business or HR leader currently dealing with the issue of a less-connected workforce, the Montani team is here to help you problem-solve. Contact us today to schedule a free 30-minute consultation.