WORKWEEK

Gallup’s State of the Global Workplace 2023 Report is here to tell us all what’s going on in the minds of employees around the globe!  

For anyone who is not familiar with the report, it’s packed with insights on how employees are feeling about their work and lives.

Regardless of your current level of leadership, it’s a must-read if you are looking to boost your leadership game.

Let’s start with the TL;DR.

2022 was a rollercoaster! Employee engagement and job opportunities were on the rise, bouncing back to pre-pandemic levels. But the stress levels were still high as Martha Stewart at a Snoop Dogg concert. 

Remember, last year we were transitioning out of the pandemic but still had (and have) the ongoing economic uncertainty. This is having a big impact on employee stress–which is impacting productivity.

Gallup recommends addressing wellbeing concerns and improving engagement should be top of the agenda for leaders around the world.

🕶 As a leader, you have been dealing with extremely stressed people for the last 4 years. Don’t forget to take a deep breath and find time for the things that matter to you and bring you joy.

The Numbers You Should Know

“Men lie. Women lie. Numbers don’t.” – Jay Z

Grab your popcorn and let’s geek out on the data most relevant to your role.

Employee Engagement Levels:

23% of global employees were thriving in 2022, a record high since 2009.

The remaining 77% of employees are either “quiet quitting” (not engaged) or “loud quitting” (actively disengaged).

Economic Impact of Low Engagement:

Low engagement is costing the global economy $8.8 trillion, equivalent to 9% of global GDP. Yikes!

Employee Stress Levels:

Stress levels among employees are still high, impacting productivity, despite the resurgence in employee engagement and job opportunities.

Silent Strugglers: A significant portion, approximately 60% of employees, are delivering the bare minimum and feeling alienated and aimless, representing a significant opportunity for organizational growth and transformation.

Vocal Dissidents: A smaller, yet impactful, portion of employees are actively undermining organizational harmony due to broken trust or misalignment with their roles.

Potential Areas for Improvement Recommended by Gallup:

About 60% of employees are quietly quitting but can be re-engaged with strategic workplace modifications such as implementing flexible schedules or remote work options.

About the Great Remote Work Debate:

“Much has been made about the pros and cons of remote, hybrid or fully  on-site work. Some employees find working from home more conducive  to focused work, while others find they focus better in the office. The  office remains a gathering place for social bonding, development and  culture building within organizations. But the flexibility of remote work  allows for greater autonomy and wellbeing, which today’s workers highly prize.”

So what should you do?

23% of the world’s employees were thriving at work in 2022. This is good. But the rest of the workforce is checked out. Most are just watching the clock, putting in the minimum effort required, and feeling lost and disconnected from their workplace. 

This is a huge problem! As people we need a REASON to exist. We need fulfillment in our work and to be connected to the people around us. 

Today’s workforce is more likely to be stressed and burnt out than engaged in their work. 

Zero in on the Winnable: About 60% of employees are quietly quitting, but you can get them back by making small impactful changes. For example, implementing flexible schedules or remote work options can markedly elevated employee morale and engagement.

Here are a few responses participants gave around what would make their workplace better:

• For everyone to get recognized for their contributions 

• I would like it if the managers were more approachable

• They should grant more autonomy in the work to stimulate everyone’s creativity 

• I would like to learn more things, but the work I do is quite repetitive 

• I just wish they respected me more 

• Giving everyone a fair chance in getting promoted 

• Clearer goals and stronger guidance 

• I would like a monthly gas voucher for transport costs 

• Communicating shifts well in advance would allow me to  better organize my free time

🕶Simply put, there is a lot of low hanging fruit out there when we take the time to listen and try to focus on what we can do for our people.

Build Your Leadership Bench Strength: Your team wants to be developed and to learn new skills. Implementing coaching and management development programs can elevate team engagement. Regular training and developmental workshops can empower your managers with the skills needed to lead their teams effectively.

Build a Positive Work Environment: Develop a culture where employees feel valued and acknowledged. Regularly recognize and reward employee achievements and contributions. Programs are great, but unexpected and specific feedback is best. Be the example in your organization and make it a priority to remind people how much you appreciate them. Little things go a long way. 

Promote Work-Life Harmony: Advocate for a balanced lifestyle! People work to live, not the other way around. Be sure your team understands the importance of disconnecting and setting healthy boundaries. You will do a lot of good by establishing supportive policies, flexible work arrangements, and mental health resources.

That was a lot, but it’s a great transition into next week as I launch my series about Conflict Resolution. I hope you are ready!

See you then. Drop me a line in the meantime. 

Also…I’m going to plan a few impromptu Zoom calls in October. Let me know if you’d like an invite. 

Will be a great way to get connected with other incredible leaders.