A growing number of employees across the United States no longer believe that their employers care about their well-being, a Gallup study has found, and here’s how to get these numbers to improve.
Only 24% of employees think that their employees care about their well-being, a significant drop since the 49% reported back in 2020 at the onset of the pandemic.
Gallup said it found patterns in organisations that managed to improve their workplace culture, which other employers could also take note of. The said patterns include:
Employees who feel that their employers care about their well-being are 69% less likely to search for a new job than those who do not feel cared for.
According to Gallup, they are also 71% less likely to report burnout, five times more likely to strongly advocate for their company, three times more likely to be engaged at work, and 36% more likely to be thriving in their overall lives.
Gallup said that leaders are now presented with the opportunity to set predictable workplace plans in motion, how they respond to this will have a “substantial impact on whether employees feel their organization cares about their overall wellbeing.”
by Dexter Tilo
The new work calendar isn’t about office or home, it’s about three meeting types and the conditions that serve them best. Transactional gatherings move work forward; relational gatherings strengthen connections; and adaptive gatherings help us address complex or sensitive topics.
It can be a real challenge to try to fabricate fun, especially in a group workplace setting. I’m not going to claim to have the perfect answer to that, because I do think fun is much like romance: if you try to force it too much, it’s not going to happen. What you can do, though, is set the stage for it.
The specific attributes that leaders of color bring can be the key to unlocking great leadership — for everyone. To better understand the relationship between leadership and identity, the authors talked to 25 leaders of color across the social sector and drew on their client work. Their research identified several noteworthy assets that leaders of color bring to their organizations.