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Gallup’s Insights: “The Great Global Work Experiment” 1 Copyright © 2021 Gallup, Inc. All rights reserved.

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Gallup’s Insights:

“The Great Global Work Experiment”

1 Copyright © 2021 Gallup, Inc. All rights reserved.

Copyright © 2021 Gallup, Inc. All rights reserved.

Essential Topics for a Hybrid Workplace

2

ENGAGEMENT + WELLBEING + PRODUCTIV ITY

BEWARE OF BURNOUT

LEADING REMOTE & HYBRID WORKERS

CRAFTING YOUR NEW WORKPLACE WITHOUT

LOSING YOUR CULTURE

Navigating

The Wellbeing –

Engagement Paradox

3 Copyright © 2021 Gallup, Inc. All rights reserved.

Copyright © 2021 Gallup, Inc. All rights reserved.

52.0

46.4

54.3

50.3

56.557.1

53.1

56.1

46.5

53.3

48.0

40.0

45.0

50.0

55.0

60.0

2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 Apr Jun Dec

L I F E E VA L U AT I O N S O F U . S . A D U LT S

% Thriving

Wellbeing & Life Evaluations of Americans Reaches All-Time Low During COVID-19

4

2020

Great

Recession

Data from January 2008 to August 2019 are based on the Gallup National Health and Well-Being IndexTM.

Data from March to December 2020 are from the Gallup PanelTM.

COVID-19

Copyright © 2021 Gallup, Inc. All rights reserved.

COVID-19

38 37 3740

3638 38

5860

5652 52

4846 47 48 48 48 48

45 4549

46

46 4644

4844

47 46

6060

57 5755 55

5351

53 5254 55

51 5254

52

20

30

40

50

60

70

Apr-Jun2018

Oct-Dec2018

Apr-Jun2019

Mar 23-Mar 292020

Apr 6-Apr 122020

Apr 20-Apr 262020

May 4-May 102020

May 18-May 242020

Jun-20 Jul-20 Aug-20 Sep-20 Oct-20 Nov-20 Dec-20

Daily Emotional Experiences of U.S. Adults Trended (Jan 2018 to Dec 2020)

% Yes, Worry % Yes, Stress

Stress

Worry

Unprecedented Spikes in Daily Stress and Worry

5

Did you experience the following feelings during a lot of the day yesterday?

Jan-

Mar

Apr-

Jun

Jul-

Sep

Oct-

Dec

Jan-

Mar

Apr-

Jun

Jul-

Aug

Mar Apr May Jun Jul Aug Sep Oct Nov

2019 2020

Jan-

Mar

Apr-

Jun

Jul-

Sep

Oct-

Dec

Jan-

Mar

Apr-

Jun

Jul-

Aug

Mar Apr May Jun July Aug Sept Oct Nov Dec

2018 2019 2020

Copyright © 2021 Gallup, Inc. All rights reserved.

12% 13%15%

18% 19%

22%

28%30%

32%34%

35% 36% 37%38%

31%

40%

36% 36%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 March April -May

June July Sept Oct-Dec

Global U.S.

Employee Engagement Increased Amid COVID-19

Gallup Workplace Tracking

6

George Floyd Killing

Social Justice Protests

Great Recession

2020

Copyright © 2021 Gallup, Inc. All rights reserved.

Engagement and Stress Are Higher for Remote Workers

Gallup Panel, 2020, Full-Time Employees Only. 2019 Overall = WFH/No WFH combined

7

67%64%

57%60%

64% 63%60% 59%

63%59%

48%

60% 57%53% 54% 55% 53%

50%

57%

48%51%

0%

10%

20%

30%

40%

50%

60%

70%

80%

2019 Mar Apr May Jun Jul Aug Sep Oct Nov Dec

% Stressed-out yesterday?

WFH No WFH

No WFH: Never/Rarely (less than 10%), WFH: Sometimes-Exclusively (10% to 100%)

Overall

40% 41%

36%

41%

39%38%

33% 33%

25%

33%

30%

36%

20%

30%

40%

50%

2019 May June July Aug/Sep Oct/Dec

% Engaged

WFH No WFH

Copyright © 2020 Gallup, Inc. All rights reserved.

E M P L OY EE B U R N O U T I S A W I D E S P R E AD P R O B L E M

8

76% OF FULL-T IME EMPLOYEES

experience feeling burned out

on the job at least sometimes.

28% report feeling burned out at work “very

often” or “always,” while an additional 48%

report feeling burned out “sometimes.”

Copyright © 2020 Gallup, Inc. All rights reserved.

The First Five: Root Causes of Burnout at Work

9

Five factors correlate most highly with employee burnout. We call

these “root causes” because they have the greatest effect on burnout.

Create a culture where

employees can do their best

work.

YOUR TOP PRIORITY:

Address the Root Causes of BurnoutUNFAIR TREATMENT AT WORK

UNMANAGEABLE WORKLOAD

UNCLEAR COMMUNICATION FROM MANAGERS

LACK OF MANAGER SUPPORT

UNREASONABLE T IME PRESSURE

1

2

3

4

5

Copyright © 2020 Gallup, Inc. All rights reserved.

Everyday I feel like I am disappointing a business leader. I’m in tears right now.

I feel overwhelmed trying to do it all.

I feel irrelevant and impotent and inadequate.

I feel like I’m failing at everything. I woke up and started work at 3am because I couldn’t sleep with all the things swimming around in my head that I need to do. I can’t see any end in sight. My family are worried about my health and I am too.

I feel like I can’t catch a breath

EMPLOYEE BURNOUT: In their own words…

My daughter asked if I could play one more thing before going to bed -- I snapped at her. I could see her shoulders fall. That was a wake-up call.

Copyright © 2020 Gallup, Inc. All rights reserved.

COMPETING AND CHANGING PRIORITIES

”I feel there are 100s of priorities. The pressure is immense in general.”

UNYIELDING WORKLOAD

“We want to do good work, but with the volume that is very challenging”

LACK OF CONFIDENCE IN NEW PROCESSES AND APPROACHES

“My business leaders expect me to know things and have answers. There are so many times I have to say "I don't know -- I'm waiting for clarity." It makes me feel like I am failing them.”

Common Burnout Themes

CARRYING MENTAL AND EMOTIONAL WEIGHT

“I get to the end of a 15 hour day and feel like I’m still failing.”

NOT GETTING TO DO WHAT I DO BEST

“There are things that dedicated teams did that were taken away… we are much more involved in the administrative that keeps me from doing what I do best.”

Copyright © 2020 Gallup, Inc. All rights reserved.

Managers are crucial to preventing burnout & creating positive experiences

1

2Copyright © 2019 Gallup, Inc. All rights reserved.

Employees who strongly agree:

They feel supported by

their manager are

70%less likely to frequently

experience burnout.

Their manager is willing to listen

to work-related problems are

62%less likely to frequently experience

burnout.

Copyright © 2020 Gallup, Inc. All rights reserved.

Three questions to tame burnout:

1. (Focus me) …

• How can we best communicate to make sure your priorities are clear, and our

expectations are aligned?

2. (Free me from stress) …

• Is there anything you need that would help you do your work?

3. (Know me) …

• How can you use your strengths even more in your role?

1

3Copyright © 2019 Gallup, Inc. All rights reserved.

Copyright © 2020 Gallup, Inc. All rights reserved.14

Based on the order you ranked these elements, what questions

can you ask your manager to clarify each:

• Making my expectations clear.

• Making my expectations collaborative.

• Making my expectations aligned.

How would you rank elements of expectations in order

of importance for you:

• My expectations are clear.

• My expectations are collaborative.

• My expectations are aligned.

P A R T

1

P A R T

2

Copyright © 2021 Gallup, Inc. All rights reserved.15

Leading Hybrid Teams

Copyright © 2021 Gallup, Inc. All rights reserved.

Most Employees Want to Work Hybrid in the Future

Future Work Location

Preference

% of time

Working from

Home

Exclusively (100%) 18%

Primarily (80 - 99%) 13%

Mostly (60 – 79%) 9%

About half the time (40 – 59%) 15%

Sometimes (10 – 39%) 14%

Rarely/Never (<10%) 31%

16

5 in 10 want HYBRID

3 in 10 want ONSITE

2 in 10 FULL REMOTE

Copyright © 2021 Gallup, Inc. All rights reserved.

M a n a g e r s i n t e n d t o l e t e m p l o y e e s

w o r k r e m o t e m o r e o f t e n . 7 in 10

Copyright © 2021 Gallup, Inc. All rights reserved.

Remote Worker Engagement & Burnout

Pre-COVID-19 data from September 2019 and COVID-19 data from March to December 2020, Gallup Panel.

Full-Time Employees Only

18

No WFH: Never/Rarely (less than 10%), Sometimes (10%<100%), Exclusively WFH: (100%)

32%

41%38%

25%28% 29%

0%

10%

20%

30%

40%

50%

No WFH Sometimes Exclusively WFH

% Engaged % High Burnout

Copyright © 2021 Gallup, Inc. All rights reserved.19

Mixed Perceptions of Effectiveness of Working From Home

Question: From your experience, is the communication during virtual meetings more effective, less effective, or do you see

no difference in comparison to in-person meetings?

Note: Data collected from the April 16-30 Strengths Recontact Survey. Convenience sample. Not weighted to be U.S.-representative data.

22%V I R T U AL M E E T I N G S

AR E M O R E E F F E C T I V E

44%T H E R E I S N O

D I F F E R E N C E

34%V I R T U AL M E E T I N G S

AR E L E S S E F F E C T I V E

Copyright © 2021 Gallup, Inc. All rights reserved.

29%

40%

31%

0%

10%

20%

30%

40%

50%

60%

No WFH Sometimes Exclusively WFH

Frequency of Feedback Increased During COVID-19

Pre-COVID-19 data from September 2019 and COVID-19 data from October to January 2021, Gallup Panel.

Full-Time Employees Only

Onsite workers receive more feedback, but lower quality feedback.

20

2019: No WFH: Never/Rarely (less than 10%), Sometimes (10%<80%), Exclusively WFH: (80% to 100%)Amid Pandemic: No WFH: Never/Rarely (less than 10%), Sometimes (10%<100%), Exclusively WFH: (100%)

I have received meaningful feedback in

the last week. (Strongly Agree)

31%

25%21%

55%52%

42%

0%

10%

20%

30%

40%

50%

60%

No WFH Sometimes Exclusively WFH

I receive weekly feedback from my manager.

2019 Amid Pandemic

Amid Pandemic

Copyright © 2021 Gallup, Inc. All rights reserved.

Frequent, Meaningful Feedback and Communication Are Essential (2019 data)

21

• Feedback received a

few times per week

transforms the

engagement of fully

remote workers and

becomes the most

engaging

experience.

• Therefore, fully

working from home

can be the worst or

best scenario.

K E Y I N S I G H T S :

10%

20%

39%

51%

19%

31%

48%

57%

10%

16%

47%

63%

0%

10%

20%

30%

40%

50%

60%

70%

Once a year or less A few times per year A few times per month A few times per week

Frequency of Receiving Feedback From Manager

Frequency of Feedback Is Key to Engaging Remote Workers

Work remotely <10% in a typical week Work remotely 10% to <80% in a typical week

Work remotely 80% to 100% in a typical week

Gallup Panel, 2019 (pre-COVID-19)

Copyright © 2021 Gallup, Inc. All rights reserved.

Opportunities and Challenges for Hybrid Work Arrangements

Advantages of Hybrid Work

• 4 C’s

– Connectivity

– Collaboration

– Creativity

– Culture

22

Challenges of Hybrid Work

• Coordination with remote workers

• Neglecting remote workers

• Trust and measuring productivity

• Fairness issues

– Individualized treatment with equitable

rules/policies

– Equal access to resources

– Visibility

– Equal opportunities for development &

advancement

Copyright © 2021 Gallup, Inc. All rights reserved.23

Hybrid employees need

an individualized

approach to their work-

related needs.

Copyright © 2021 Gallup, Inc. All rights reserved.24

Individualizing starts with listening

to each employee and adjusting

one’s management style to their

innate traits, needs and goals to

enable them to deliver their best

performance.

Each employee will know that you

heard them, that you understand,

and that they have the opportunity

to do what they do best every day.

Copyright © 2021 Gallup, Inc. All rights reserved.

Personalizing Your Engagement

25

“Focus me.” I know what is expected of me at work.

“Equip me.” I have the materials and equipment I need to do my work right.

“Know me.” At work, I have the opportunity to do what I do best every day.

“Help me see my value.” In the last seven days, I have received recognition or praise for doing good work.

“Care about me.” My supervisor, or someone at work, seems to care about me as a person.

“Help me grow.” There is someone at work who encourages my development.

“Hear me.” At work, my opinions seem to count.

“Help me see my importance.” The mission or purpose of my company makes me feel my job is important.

“Help me feel proud.” My associates or fellow employees are committed to doing quality work.

“Help me build mutual trust.” I have a best friend at work.

“Help me review my contributions.” In the last six months, someone at work has talked to me about my progress.

“Challenge me.” This last year, I have had opportunities at work to learn and grow.

Copyright © 1993-1998, 2017 Gallup, Inc. All rights reserved.Copyright © 1993-1998, 2020 Gallup, Inc. All rights reserved.

GROWTH

TEAMWORK

INDIVIDUAL

BASIC NEEDS

Copyright © 2021 Gallup, Inc. All rights reserved.

Personalizing Your Engagement

Copyright © 1993-1998, 2017 Gallup, Inc. All rights reserved.Copyright © 1993-1998, 2020 Gallup, Inc. All rights reserved.

GROWTH

TEAMWORK

INDIVIDUAL

BASIC NEEDS

ENGAGEMENT ITEMS

12 Items That Measure Engagement

Q01. I know what is expected of me at work.

Q02. Materials and equipment.

Q03. Do what I do best everyday.

Q04. Recognition last seven days.

Q05. Supervisor/someone at work cares.

Q06. Encourages development.

Q07. My opinions count.

Q08. Mission/Purpose of company.

Q09. Coworkers committed to quality.

Q10. Best friend at work.

Q11. Progress in the last six months.

Q12. Opportunities at work to learn and grow.

PERSONALIZED QUESTIONS

Conversation Starters

What are my top priorities for the next few weeks?

What one material or resource would most help me meet my goals?

What makes my day go by quickly — when am I at my best?

What am I most proud of achieving in the past few weeks?

What do I personally find most engaging about working at my organization?

What development opportunities would I like to experience in the future?

What ideas or suggestions do I have that can improve our performance?

How do I personally feel connected to our company mission?

What gets in my way of doing quality work?

Who at our organization do I envision as being someone I share ideas with?

Do I feel I am getting regular, constructive feedback about my performance?

What do I need to learn to excel in my role?

26

Copyright © 2021 Gallup, Inc. All rights reserved.

Personalizing Your Engagement

Copyright © 1993-1998, 2017 Gallup, Inc. All rights reserved.Copyright © 1993-1998, 2020 Gallup, Inc. All rights reserved.

ENGAGEMENT ITEMS

12 Items That Measure Engagement

Q01. I know what is expected of me at work.

Q02. Materials and equipment.

Q03. Do what I do best everyday.

Q04. Recognition last seven days.

Q05. Supervisor/someone at work cares.

Q06. Encourages development.

Q07. My opinions count.

Q08. Mission/Purpose of company.

Q09. Coworkers committed to quality.

Q10. Best friend at work.

Q11. Progress in the last six months.

Q12. Opportunities at work to learn and grow.

PERSONALIZED QUESTIONS

Conversation Starters

What are my top priorities for the next few weeks?

What one material or resource would most help me meet my goals?

What makes my day go by quickly — when am I at my best?

What am I most proud of achieving in the past few weeks?

What do I personally find most engaging about working at my organization?

What development opportunities would I like to experience in the future?

What ideas or suggestions do I have that can improve our performance?

How do I personally feel connected to our company mission?

What gets in my way of doing quality work?

Who at our organization do I envision as being someone I share ideas with?

Do I feel I am getting regular, constructive feedback about my performance?

What do I need to learn to excel in my role?

What if you had to focus on just one item?

Which would it be?

27

Copyright © 2021 Gallup, Inc. All rights reserved.28

Final Thoughts and Q&A

Copyright © 2021 Gallup, Inc. All rights reserved.29

How you personalize your

engagement makes a difference.

Copyright © 2021 Gallup, Inc. All rights reserved.

Organizational Advice

• Create leadership alignment

on your hybrid strategy

• Communicate a consistent

framework to employees

• Empower freedom for local

level decisions where possible

P R O V I D E F R E E D O M

W I T H I N A

F R A M E W O R K

E N A B L E L O C A L

C O N V E R S AT I O N S

G A I N F E E D B A C K A N D

A D J U S T

• Equip managers to

individualize to the needs of their

team members

• Enable mindset shifts and

mental preparation for transitions

• Encourage frequent check-ins

between managers and teams

• Create feedback

mechanisms that allow a

pulse on the employee

experience (both quantitative

and qualitative)

• Plan for adjustments and

communicate updates in a

timely way

• Celebrate wins where

managers and teams are

seeing success

Copyright © 2021 Gallup, Inc. All rights reserved.

Employee Advice

• Consider what is best for the

team hybrid plan as it impacts

engagement, wellbeing and

performance

• Consider what is best for the

individual employee as it

impacts their engagement,

wellbeing, and performance

I N D I V I D U A L I Z EC O M M U N I C AT E T O

C O N N E C T

C R E AT E

A C C O U N T A B I L I T Y

• Plan team collaboration

connects; utilize in-person

time for important collaboration

• Provide ongoing meaningful

check-ins and feedback with

each employee, particularly

when working remote

• Provide accountability for

performance outcomes, but

be careful not to micro-manage

the process to get there

• Celebrate and recognize

successes for the team and

for individuals

Copyright © 2021 Gallup, Inc. All rights reserved.32

WHAT HAVE WE LEARNED FROM

THE PAST YEAR?

HOW DOES OUR TECHNOLOGY IMPACT

WELLBEING AND ENGAGEMENT?

HOW DO PEOPLE PREFER TO BE

COMMUNICATED WITH?

Questions?