The 3 Most Important Stats for the Workplace
Near the end of 2024, I received a newsletter from Gallup at Work, which I have been subscribed to for some time. The topic resonated deeply with me and my work. They summarized the three most significant findings from studies conducted in 2024, all related to employee satisfaction.
Here are the findings and some of my thoughts. Please share your opinions in the comments section at the end of this article!
Employee Satisfaction has Reached a New Low
Gallup scientists examined trends since 2014 and found that employee satisfaction ratings have dipped to lower than during the “great resignation” of 2020: over 51% of employees are watching or actively searching for new job opportunities.
Why This Matters for Leaders & Managers
Attracting and retaining top talent remains a critical concern for most organizations. Through my experience coaching both seasoned and emerging leaders, I have discovered that, aside from a lack of benefits, some of the most common sources of employee dissatisfaction are their leaders and workplace cultures. Therefore, ensuring talent contentment requires leaders to understand individuals' and teams’ engagement and satisfaction levels. To better grasp these factors, pay attention to what your people value most and the challenges they encounter.
Some Ideas
Helping people feel appreciated is crucial for their satisfaction, especially among millennials and younger employees. When approached thoughtfully, asking individuals about their concerns or seeking their opinions on issues important to the organization can boost feelings of worth and respect. This tactic is particularly effective when the request for input is authentic and comes from leaders or influential figures within the organization.
"Thoughtfully" means engaging in the conversation with an inquisitive spirit rather than emphasizing power or control. It involves asking straightforward questions and listening attentively to the answers without distractions.
Creating an atmosphere of respect and approachability can significantly enhance the transparency and quality of the responses you receive. Don’t forget to offer an option for anonymity in responses. Remember, you seek input because you genuinely want to understand and consider their point of view, not to critique or exert control over the outcome.
Your Employees are Surviving, not Thriving
According to Gallup, employee health and well-being also emerged as a top workplace concern in 2024 and will continue to be a priority for employers and employees into 2025.
Why This Matters for Leaders & Managers
Employees are one of any business's most important assets, so their well-being must be a priority. Companies recognize that happy, healthy employees are more productive and engaged.
As the significance of positive health and well-being for workers increases, the definition has expanded to include physical, psychological, financial, and overall well-being at all times. Beyond fostering a positive, inclusive work environment, providing relevant health and well-being benefits can help businesses boost morale and productivity, decrease absenteeism, improve talent acquisition and retention, and lower operational costs. In fact, 60% of employees report feeling more motivated and are more likely to recommend their organization as a good workplace if their employer supports mental well-being.
Some Ideas
The first thing to do is notice how people engage in their work, with their team, and with other stakeholders. This doesn’t mean “spying” on them but noticing any lack of energy, decreasing performance, or attitudes like anger, frustration, or resignation.
When you explore what you think you see, you may find out that there are cultural or team issues that can be improved by asking the right questions, gaining input, and recognizing that there are solutions. Once you have taken the time and energy to notice these things, you can find or schedule the right time to explore what’s going on with that individual and/or their team, depending on what you’ve gleaned.
When considering what the organization can provide to enhance feelings of comfort and well-being, consider offering mentoring, coaching, and/or a simple conversation or two with a trusted individual. These services often rank high in providing the factors that help retain individuals who care about their professional achievements and career trajectories. These individuals want to feel respected and recognized for the value they contribute and the capacities they want to develop.
Additional benefits that have become popular include:
Physical
Gym Memberships
Incentives for walking/biking to work
Dental/Vision insurance coverage
Mental
Paid mental health leave
Free subscriptions to mindfulness apps
Access to virtual care clinics
Dedicated space or certain hours of access to a private meditation room
Leisure & Creative
Time & tickets for experiences (free movies, concerts, etc.)
Building relationships during office lunches
Passes for art or other creative classes or workshops
Casual dress days
While these may seem minor compared to other employee health and wellness programs, they can significantly boost employee morale. We can’t underestimate how feeling appreciated, trusted, listened to, and respected can boost satisfaction in the workplace.
Employees Don’t Only Want to be Recognized
According to Gallup studies, in 2024, employees sought a sense of safety, stability, purpose, learning opportunities, career development, and feeling valued, respected, and heard. This finding clarifies and reinforces the others already discussed.
Why This Matters for Leaders & Managers
Organizations prioritizing the needs of all or many employees will be more effective at attracting talent. By developing an engaging and timely talent attraction and retention strategy that addresses these concerns, your organization will be well-positioned to attract and retain top talent.
Some Ideas
The discussed findings about employee satisfaction clarify what businesses and other organizations should consider as they design or redesign their talent strategy. Traditional benefits such as financial rewards or healthcare benefits will need to be included. But when you think about health insurance, bonuses, and salary increases, don’t forget that being publicly recognized for something positive, offering added flexibility, and showing genuine interest in the development of your people will provide significant value for most employees.
These insights may enlighten managers and leaders at every level who are looking to maintain or improve retention. You can move your leaders or organization in the right direction by noticing, inquiring, listening, and being open to constructive feedback.
The statistics in this article were provided by Gallup at Work via an email newsletter. My commentary on the data is not endorsed or recognized by Gallup, nor does it imply an endorsement.
