Employee satisfaction is a critical factor in any organization’s success. Employees that are happy and engaged are more likely to be productive, motivated, and devoted to their professions, which leads to higher performance and better business outcomes. Employee happiness, however, varies widely throughout the world, with different countries and areas confronting distinct difficulties and possibilities.
Job security, work-life balance, salary, and opportunity for professional growth are all elements that contribute to employee satisfaction and engagement. Political instability, economic uncertainty, and social inequality can all have a detrimental influence on employee happiness and participation in some nations.
According to a May 3 research report by Kelly Services, most organizations are failing to satisfy employee demands, particularly when it comes to workplace engagement and diversity, equality, and inclusion challenges.
According to the global poll, there is an increasing gap between top executives and employees. The most resilient firms, on the other hand, appear to be focused on three key pillars: workforce agility, workforce competency, and DEI efforts.
“Now, more than ever, employers are struggling to keep up with the evolving needs of talent and risk falling behind if they don’t bridge the growing divide related to workplace expectations,” said Tammy Browning, senior vice president of Kelly.
“As organizations enter the post-pandemic era, those that prioritize building a resilient workforce by focusing on the three pillars will be better equipped to adapt to the future of work and thrive in changing market conditions,” she explained.
Many people said their workplace isn’t inclusive in a survey of 4,200 people from 11 countries and 9 industries. In fact, 43% of employees experienced non-inclusive workplace conduct, and 62% of those who indicated they planned to leave their jobs within the next year also cited non-inclusive workplace behavior. Furthermore, 37% reported working in a “psychologically unsafe environment.”
In addition, nearly half of the executives (47 percent) stated that their DEI strategy only professes to support minority groups. Furthermore, just 16% claimed their firm provides a straightforward process for reporting workplace discrimination.
As a result, firms should consider renewing their DEI pledges this year, according to the research. Leading businesses were more likely to focus on inclusiveness than “laggard” enterprises (which had lost staff productivity, customer happiness, and earnings during the previous year). This entailed listening to employees’ concerns, paying a living wage, and providing flexible and hybrid work arrangements. These companies also offered accelerated training and career development programs.
In recent months, HR leaders have been talking about how DEI initiatives are evolving and what might happen next this year. Programs may need to be revitalized and included in future employee experience and engagement initiatives.
Overall, employee satisfaction is mixed on a worldwide scale, with some countries reporting higher levels of engagement than others. However, firms are increasingly recognizing that employee happiness and engagement are critical for corporate success, and many are taking initiatives(like working on DEI programs) to address these challenges and enhance their employees’ well-being.