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| https://www.gallup.com/workplace/336275/things-gen-millennials-expect-workplace.aspx |
4 Things Gen Z and Millennials Expect From Their Workplace
- Gen Z and millennials now make up 46% of the full-time U.S. workforce
- 4 things: ethics, environment, wellbeing and inclusion
- Ethics: Gen X and Baby Boomers prioritize their desire for ethical leadership (people & planet not just personal character, more facts, data and third-party validation)
- 5 Gallup elements of wellbeing: career, social, financial, community and physical
- Diversity and inclusion (esp. in mentoring, advancement and promotion)
The 'Great Resignation' Is Really the 'Great Discontent'
- 48% of America's working population is actively job searching or watching for opportunities
- Employee engagement correlates strongly to employee retention. not an industry, role or pay issue but a workplace issue.
- Gallup's State of the Global Workplace: 2021 Report identified a global employee engagement rate of 20% -- 34% in the U.S. and Canada
- 12 essential elements of engagement:
- I know what is expected of me at work.
- I have the materials and equipment I need to do my work right.
- At work, I have the opportunity to do what I do best every day.
- In the last seven days, I have received recognition or praise for doing good work.
- My supervisor, or someone at work, seems to care about me as a person.
- There is someone at work who encourages my development.
- At work, my opinions seem to count.
- The mission or purpose of my company makes me feel my job is important.
- My associates or fellow employees are committed to doing quality work.
- I have a best friend at work.
- In the last six months, someone at work has talked to me about my progress.
- This last year, I have had opportunities at work to learn and grow.
The Wellbeing-Engagement Paradox of 2020
- Wellbeing and engagement diverged in 2020
- Remote workers experienced higher levels of engagement, stress, and worry
- Yet remote workers have experienced significantly higher engagement than on-site workers for the majority of the pandemic.
- Leaders face a crucial junction: sustainability and wellbeing vs. burnout
At a time when layoffs and furloughs abounded, employees were thankful to have jobs, experienced the benefits of increased flexibility and autonomy resulting from remote work, benefitted from strong leadership efforts to engage them, and rallied with coworkers to keep everything afloat. In short, employees were inspired by and united under a shared sense of purpose.
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| https://www.gallup.com/workplace/354596/4-day-work-week-good-idea.aspx? |
Is the 4 Day Work Week a Good Idea?
- Employees with a four day work week rate their overall lives better
- Yet, shorter work weeks show a higher percentage of disengaged employees
- Employers should focus on improving the work experience first
- flex time is the most desired perk among employees
How to Eliminate Burnout and Retain Top Talent
- Retaining top talent relies on harnessing employee burnout
- Organizational culture is pivotal to burnout recovery
- Engaged at work (barriers removed, establish mutual expectations & responsibilities)
- Authentic relationship with managers help wellbeing
- Celebrate our strengths
Bet on It: 37% of Desks Will Be Empty
- 50% of full-time job -- or about 60 million -- report that theirs can be done remotely
- Clear goals and short, weekly, zoom-based coaching
Gallup Net Thriving (GNT) index using Cantril Scale
Thriving -- well-being that is strong, consistent, and progressing. These respondents have positive views of their present life situation (7+) and have positive views of the next five years (8+). They report significantly fewer health problems, fewer sick days, less worry, stress, sadness, anger, and more happiness, enjoyment, interest, and respect.
Struggling -- well-being that is moderate or inconsistent. These respondents have moderate views of their present life situation OR moderate OR negative views of their future. They are either struggling in the present, or expect to struggle in the future. They report more daily stress and worry about money than the "thriving" respondents, and more than double the amount of sick days. They are more likely to smoke, and are less likely to eat healthy.
Suffering -- well-being that is at high risk. These respondents have poor ratings of their current life situation (4 and below) AND negative views of the next five years (4 and below). They are more likely to report lacking the basics of food and shelter, more likely to have physical pain, a lot of stress, worry, sadness, and anger. They have less access to health insurance and care, and more than double the disease burden, in comparison to "thriving" respondents.
5 Gallup elements of wellbeing:
The first element is about how you occupy your time or simply liking what you do every day: your Career Well-Being.
The second element is about having strong relationships and love in your life: your Social Well-Being.
The third element is about effectively managing your economic life: your Financial Well-Being.
The fourth element is about having good health and enough energy to get things done on a daily basis: your Physical Well-Being.
The fifth element is about the sense of engagement you have with the area where you live: your Community Well-Being.
4 risks
Employee’s mental health
Lack of clarity & purpose
Over-reliance on policies, programs & perks
If it were possible to legislate culture through policies, programs & perks, most organizations wouldn’t have any culture problem.
While 85% of larger employers offer a wellness program, only 60% US employees are aware, only 40% of those aware actually participate, and overall only 24% participate company-wide. Engaged workers are 28% more likely to participate.
Employees who use wellness programs are often already living healthy lifestyles. Those who don’t join are those who need the program most. (Part 4).
Poorly skilled managers
NET THRIVING/ WELLBEING STARTS WITH CAREER ENGAGEMENT
My expectations: clear goals, adequate resources, collaborative goal-setting, nurture collective intelligence
My strengths: scientific ‘job fit’ system, embrace unique strengths within roles, challenging assignments aligned with natural ability
My development: feedback (linked to goals, stretch assignments, cross-functional collaboration & mentoring), validated manager training, watchout for manager burnout
My opinion: ask for input & empower
My mission/ purpose: clear mission & great manager
Suggestion: tailor 5 elements of wellbeing to Clifford Strengths
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