Quitting has become a buzzword in 2022, if not necessarily a trend. But some workers say that the real problem is that their employers have not allowed them to get involved.
Workers are hoping for more and better communication from their managers and employers this year, finds a report released this week. The research was conducted in late 2022 for Offsyte, a platform that helps companies organize events for employees.
About one-third of workers reported that they are looking for career growth opportunities. A similar percentage said they want to take on more responsibilities at their current job and learn new skills in 2023, the Offsyte report found.
“Workers are hoping for more and better communication from their employers this year.“
Among the employees surveyed, 42% reported that they felt their managers were not listening to their concerns. That perception was even higher among people who work onsite, with 46% saying their concerns were ignored, compared to 38% of remote workers and 37% of hybrid workers.
Younger workers in particular responded that they want better communication, with 54% of employees between the ages of 18 and 34 saying they hope their employers will be more transparent in 2023.
“I think they’re just looking for ways and instructions from employers to teach them and guide them on how to build relationships with their co-workers,” says Emma Guo, Offsyte’s co-founder and CEO.
The top three things workers say they want from their employers in 2023 are a stronger focus on employee wellness (47%), more transparency (46%) and more team-building activities that will improve collaboration (38%), the report found added.
Employers and managers face withdrawal of workers
Across the country, managers and employers said their workers are asking for a better work-life balance, such as taking more vacations and being more likely to say no to working weekends.
Employee stress peaked during the pandemic, according to Gallup’s 2022 State of the Global Workplace report, but worker engagement fell, with only 33% of American employees saying they felt enthusiastic and engaged at work, the report said . This comes at a financial cost.
“Continuous and regular communication is relatively rare in many companies.“
“Low engagement alone costs the global economy $7.8 trillion. The relationship between well-being and engagement is essential because how people experience work affects their lives outside of work, and overall well-being affects life at work” the Gallup report said.
Since the start of the pandemic in early 2020, many workers have juggled work and other household responsibilities. Women in particular said they felt burnt out as a result of taking on disproportionately more caring responsibilities for children and older family members.
Continuous and regular communication – checking how workers are doing – is relatively rare in many companies. Currently, only 17% of companies survey their employees on at least a quarterly basis, according to a recent poll of 200 executives across industries conducted by Workday and Gatepoint Research. Most managers – just under half – surveyed their employees on an annual basis.
Employee well-being and desire for career growth go hand in hand
While pay is important — 30% of workers said they plan to ask for a raise in the coming year — it’s not necessarily the most essential aspect of a job, the Offsyte report found.
Employee well-being and career growth often go hand in hand, Guo said. If employers provide better support to their employees, people will want to pursue more opportunities within their own company.
“‘Employee expectations have fundamentally changed, and the progress we’ve made cannot be undone.’“
But research suggests that, perhaps not surprisingly, employees who are burned out tend to be less productive and less engaged. And the opposite also seems to be true. In a separate survey by Qualtrics XM,
in November, 63% of workers with a good work-life balance said they were willing to go above and beyond, while only 29% of workers with a poor work-life balance said so.
“Employee expectations have fundamentally changed, and the progress we’ve made cannot be undone,” said Dr. Benjamin Granger, chief workplace psychologist at Qualtrics, a workplace experience management company, said in a statement. “But as the economic picture shifts and people focus on their basic needs, clear and open communication is essential. Employees want reassurance that their jobs are secure and that they will get some relief from burnout after the disruption caused by the confluence of COVID, an economic downturn and geopolitical events. “
Offsyte’s Guo agrees that employee well-being is key to a more collaborative and happier workplace. “So it goes back to focus on [employees’] mental health, to provide things that help employees have a safe space to be able to talk to their managers, or create a space for team members to talk to each other and communicate with each other,” she said.
In fact, collaboration is most important among employees. The Offsyte survey found that more than 60% wish their employer would encourage more collaboration within their team and across their company.
And when employees feel they can speak up, change can happen, Guo added.
“As uncomfortable as it may be, having these conversations can bring to light topics that employers may not be aware of,” she said. The more voices there are, the better workers can vote for the future of the workplace, she added.