Only 54% of Canadians are happy at work
Recently Indeed released its Work Wellbeing 2022 Insights Report. The findings in this report were collected by surveying 5,000+ U.S. professionals about how their employers can better meet their needs. To give you the gist, employees are raising the bar on workplace well-being more than ever.
Here are our top 5 insights.
- Not all stress is the same
Stress isn’t always a bad thing. It can sometimes be beneficial. But it depends on what mindset you have.
When it comes to stress, you can have either a:
Positive stress mindset: Those with a positive stress mindset will see stress as a challenge and feel motivated to perform better
OR
Negative stress mindset: People with this mindset view stress as harmful and debilitating
In the workplace, employees don’t just choose which mindset to channel. Managers and company leaders have a significant influence on creating an environment that fosters positive stress. Employers can help employees leverage stress healthily and positively by increasing employee happiness and making action plans. Since we now know not all stress is created equal moving forward, employers should pay attention to what triggers stress within their organizations.
- Work stress affects work performance
When employees experience a negative stress mindset, their performance is bound to plummet. As opposed to those with a positive stress mindset, a negative stress mindset makes you more likely to:
- Make more mistakes
- Look for new work opportunities in the hopes of escaping their stress
- Struggle with concentration
- Have poor communication with colleagues and clients
- Pay is still an important factor, but stress is the leading reason people search for new opportunities
With 86% of people reporting that work impacts their happiness at home, employees are raising their expectations regarding happiness at work. Pay is still a significant factor, but stress is runner-up in swaying employees to look for new jobs.
Employers looking to reduce turnover should consider examining the well-being and happiness of their team.
- Measuring employee well-being is a good business strategy
With happiness being a massive factor in whether an employee stays or quits, measuring well-being is in employers’ best interest when building retention strategies.
Out of participants that report having a higher level of well-being at work, 66% say their employers measure well-being. Furthermore, the survey found that 80% of those respondents are likely to continue working for their current employer for at least another year.
To measure well-being, employers can refer to online employee reviews. 80% of respondents also agree on the importance of publicly available information surrounding employee well-being when considering employment at a company. If job listing responses seem low, managers should check their online reviews such as the Indeed Work Happiness Score.
- Employers need to focus on the true drivers of well-being
The report places the well-being drivers into 3 broad categories: growth needs, social needs, and foundational needs.
Growth needs – learning, achievement and energy at work
Social needs – belonging, inclusion, support, encouragement, manager, support, and appreciation
Foundational needs – fair pay, flexibility and trust
Managers can prioritize these well-being drivers through:
- Providing positive feedback
- Seeing your employees as individuals
- offering time and support when needed
- taking employee opinions seriously
- clear communication
- advocating for staff internally
- considering employee feedback
- creating action plans to increase happiness and reduce burnout
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