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.

Turnover

• 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%).

New Hires

• 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.

Company Values

• 72% said diversity, equity, and inclusion (DE&I) is somewhat or very important in terms of staying at their current organization.

Life Events 

• 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.

Working Parents

• 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:

1. Ask for feedback from your employees, and listen to it.
2. Communicate your values.
3. Be human (celebrate and recognize life events).
4. 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.