Learn how employers nationwide are saving employees thousands on their everyday purchases with America's largest employee discount network. Post-COVID-19, 92% of remote workers expect to continue working from home at least once a week. hbspt.cta._relativeUrls=true;hbspt.cta.load(263750, '860491ac-cc87-431f-bcd0-053b9cd695c6', {"useNewLoader":"true","region":"na1"}); Employees who feel empowered, respected and like theyre making a difference are more likely to stay onboard, and those who dont have a 35% chance of staying (LinkedIn), Theres a 76% chance of an employee still being at a company after 12 months, after two years that likelihood drops to 59% and after three years to 48% (LinkedIn), 88% of full-time workers who changed jobs in the past two years are willing to pursue a new job opportunity, while about one-third said they were actively seeking a new role (an 8% increase over last year) (Ajilon), 61% of full-time workers who changed jobs in the past two years said that a 9% pay boost could persuade them to quit their job, while 30% said being underpaid would probably cause them to look for another job (Ajilon), 29% of full-time workers who changed jobs in the past two years said a bad boss could drive them out (Ajilon), Most employees would quit their job today if offered a position at a different company with a similar role, pay and benefits (O.C. Have data you'd like to see on these pages? Every year, companies lose $450-500 billion due to disengaged workers and overall low employee engagement. The cost to replace an employee is about 33% of that employees annual salary. hbspt.cta._relativeUrls=true;hbspt.cta.load(263750, '26ad3b31-a65d-4c7e-897b-684ca0f6ef03', {"useNewLoader":"true","region":"na1"}); 74% of employees say workplace culture is important to them (Speakap), 40% of employees reported having a positive work culture at their company (Speakap), 19% of employees said being invited to join employee communications apps before their first workday would make them feel connected within a companys culture (Speakap), Employees said the most important attributes of a strong company culture are respect and fairness (39%), trust and integrity (23%), and teamwork (9%) (Speakap), 9% of employees said leadership is very committed to improving company culture and employee experience (Achievers), Less than one third of people believe they have a strong work culture (TINYpulse), 29% of employees believe they have a strong work culture, and less than a third said they had a lot of fun at work (TINYpulse), 75% of employees agree their company culture drives active engagement at work (TINYpulse), 39% of employees believe they have a strong work environment (TINYpulse), 66% of employees feel the employee experience matters at their organization (O.C. People want to stay somewhere theyre happy so if they find out about a great place to work they wont hesitate to apply. 38.5% of global shoppers believe they have to buy from a certain brand multiple times before they consider themselves "loyal" ( Yopto) When asked what it means to be loyal to a brand, global shoppers answered: ( Yopto ) Buying from the same brand repeatedly (82.2%) It's simple really - staff members that enjoy what they are doing not only create a positive experience for customers but inspire a sense of loyalty from them. These include the performance of the company, its ease of, Production lines have come a long way in the past few decades. Learn how employers nationwide are saving employees thousands on their everyday purchases with America's largest employee discount network. In his professional career hes written over 100 research papers, articles and blog posts. Employee retention rate is higher in companies that do act on employee feedback: only 28% of employees who feel their company does act on their feedback said they were planning to look for another position. Tanner) 59% of employees said they would take a new opportunity ( O.C. 56% of customers stay loyal to brands which "get them.". How much do companies spend on employee engagement? Based on employee loyalty statistics, only 35% of people working for companies who don't provide this stick with their jobs for three years. Employee satisfaction is also well understood. hbspt.cta._relativeUrls=true;hbspt.cta.load(263750, '45298f47-1fcf-4918-9b1a-d637990d91cd', {"useNewLoader":"true","region":"na1"}); More than 25% of HR professionals said their organizations partner with schools to create a pipeline of candidates, but nearly half said the education system has done little to remedy the problem (SHRM), 90% of CFOs said the competitive hiring environment is complicating their companies ability to recruit talent (Robert Half), Almost 75% of HR professionals said their organizations currently use technology-driven HR initiatives, and 75% have turnover rates averaging up to 30% a year (Speakap), Almost 25% of U.S. workers were actively look for another job, a 7.6% increase from last quarter but still lower than the global average of 27% (Gartner), 43% of U.S. workers expressed high intent to stay with their current employers, a slight decrease from 4Q18 but significantly higher than the global average of 33% (Gartner), Organizations with attractive EVPs can reduce the compensation premium needed to attract qualified candidates as well as potentially decrease annual employee turnover by just under 70% (Gartner), About 2% of long-term workers left their jobs the year automation spiked at their company, rising to 8.5% after about 5 years (Boston University School of Law), 87% of employers said they planned to maintain or increase their head counts because of automation (Manpower Group), About 25% of job seekers are worried their job will be automated within five years, up from 15% in 2017 (Jobvite), 94% of senior managers would rehire ex-employees who left their companies on good terms (Accountemps), 52% of workers would apply for a job with a previous employer (Accountemps), Reasons cited for not wanting to work for a former employer: dissatisfaction with leadership (22%), didnt fit organizational culture (17%), unfulfilling duties (13%) and bridges burned by the company (11%) (Accountemps), About 14% of job seekers didnt feel respected throughout their most recent job search (Monster), 77% of employees thought there were threats to their current job like new management (20%), toxic boss or working environment (19%), layoffs (17%), recession (16%) and younger coworkers (15%) (Monster), Tech employers account for 10% of the nations jobs and 86% of recruiters and hiring managers still have trouble filling tech openings (Indeed), 57% of tech workers said theyve previously moved for a new job and 80% have thought about moving for a job at some point (Indeed), 60% of men and 53% of women have moved for a job (Indeed), Reasons workers move for a job include better career opportunities (65%), desire for a change (44%) or fresh start (40%) and lower costs of living in other locations (33%) (Indeed), Almost three-quarters of employees would be more likely to work for a company with a green footprint (Swytch), A little less than half of employees would accept a smaller salary to work for an environmentally friendly and socially responsible employer (Swytch), More than 90% of workers in each age group think its important for an organization to be socially responsible (Paychex), More than 10% of employees would take a salary decrease of $5,000-$10,000 each year and 3% would accept a decrease of more than $10,000 to work at an environmentally friendly and socially responsible employer (Swytch), About 40% of millennials have taken one job over another because of a companys sustainability (Swytch), 70% of millennials said a companys sustainability would impact their decision to stay with a company for the long haul (Swytch), A majority of Gen Z plan to stay at their first job for more than one year (Nintex), The number of employers concerned about retention rose by 7% since 2018 (PayScale), 71% of workers are engaged at work (The Predictive Index), When employers use assessments and workers have access to the results, engagement is 87%, versus 64% for those without access (The Predictive Index), Engagement is higher at companies five years old or younger (77%) than older ones that are more than 30 years old (68%) (The Predictive Index), 84% of employees arent fully engaged at work (ADP Research), 21% of gig workers were fully engaged compared to just 15% of full-time employees (ADP Research), 29% of virtual workers were fully engaged compared to 18% of employees who work in an office (ADP Research), Workers with a higher level of education were more likely to be fully engaged than those without a college degree, and C-suite and VP-level executives were more likely to be fully engaged than mid-level team leaders and those at the first-level of team leadership (ADP Research), 15% of adult employees are engaged with their employers, although organizations globally invest $18 billion per year on tools to boost engagement (ITA Group), 65% of employees plan to stay in their current jobs despite disengagement at work (Achievers), 20.8% of employees consider themselves very engaged, 16.3% are fully engaged and 31.3% are engaged but feel their company could do more to improve employee experience (Achievers), 34.7% of workers plan to look for a new job in 2019, down from 74% last year (Achievers), 70.1% of employees do not consider themselves very engaged (Achievers), 18.6% of employees havent even decided if theyll look for a new job yet (Achievers), 31.6% of employees said they have average engagement in their current job (Achievers), 14% of employees said the main reason they would change jobs is because they arent engaged (Achievers), 54.2% of employees would leave their job for a pay raise, career advancement (37.8%) and for better corporate benefits (20.7%) (Achievers), 26% of employees ranked recognition for their work in their top three factors for staying with their current employer, but 17% said their manager/employer was horrible they never recognized their work and 43% ranked their manager/employer as just okay recognizing them annually or quarterly at least (Achievers), 49% of American workers have thought about leaving their current organization (SHRM), Six out of ten employees say managers are the reason they left their organizations (SHRM), 70% of workers stress about their health, jobs and finances, and more than 20% spend at least five hours each week thinking about these stressors during their working hours (Colonial Life), 50% of workers said they lose between one and five hours of work time each week due to stress (Colonial Life), When workers are stressed, 41% feel less productive, 33% feel less engaged, 15% said stress made them look for a new job and 14% said it made them absent more frequently (Colonial Life), More than 60% of 18-34 year olds said their productivity at work suffers due to stress over poor work-life balance or unrealistic professional demands (MHA/Total Brain), More than a third of Americans said emails, text messages and social media updates helped make them mentally unproductive at work (MHA/Total Brain), Mondays are workers most productive weekday and mornings are their most productive time of day (Accountemps), More than half of workers said their productivity peaks at the beginning of the week (Accountemps), 29% of workers said they were most productive on Mondays, 27% on Tuesdays, 20% on Wednesdays, 13% on Thursdays, and 11% on Fridays (Accountemps), Workers top distractions at work for lowering productivity were chatty and social co-workers, office noise, unnecessary meetings and conference calls, cell phone use, and unnecessary emails (Accountemps), Workers are interrupted an average of 13.9 times per day, and scientific study indicates it can take more than 20 minutes after an interruption to return to the original task (Workfront), 62% of global workers chose wasteful meetings as the number one thing in the way of getting work done, with excessive emails coming in second at 53% (Workfront), Wasteful meetings can make up nearly 10% of an average work week (Workfront), About 10% more men than women said they love their jobs (Kforce), 60% of employees said they would be more loyal to a company that helped cover prenatal care, family planning and abortion care (NARAL Pro-Choice America), 45% of job seekers said its become harder to find a job this year, despite low unemployment numbers (Jobvite), Nearly 20% of Americans age 65+ are employed or actively looking for work, up from less than 12% about 20 years ago (Associated Press), Hourly workers are twice as interested in earning a promotion at their current employer via their work experience rather than in changing jobs to climb the ladder (Branch), About half of HR leaders said its difficult to find hires, including those that fit the company culture (Paychex), Companies that embrace emotional intelligence report higher levels of productivity and better employee engagement than those that dont (HBR-AS), Employees who change jobs internally, either in a lateral move or a promotion, generally remain on board longer than those who stay in the same position (LinkedIn), After three years on staff, employees who are promoted have a 70% chance of staying onboard, those who made a lateral move have a 62% chance of staying, and those who remained in their current position have a 45% chance of staying (LinkedIn). This presents an important opportunity for employers who want to improve retention. Allowing for greater company growth and organizational success. Feedback should flow both ways, and, more importantly, should be acted upon. If youre starting a 3D printing business, order management is an important aspect to consider. 7. Autonomy Having the freedom to decide how to perform tasks within limits set by supervisors. Tanner), 79% of employees are experiencing some level of burnout at work (O.C. Data was collected and weighted so as to reflect national distributions of gender, age, and . In their first year on the job, employees are 82% engaged. Introduction | 3 The Findings ` Employee loyalty is decreasing 43% of workers would be willing to leave their companies for a 10% salary increase, and weak company cultures are to blame. Employee engagement statistics show that highly engaged employees lead to an increase in profitability of 21%, lower turnover rates of 31%, and an 80% customer retention rate. Employees who dont feel engaged and motivated at work arent likely to stick around. New research shows more than half of all employees in North America plan to look for a new job in 2021, while a quarter plan to quit their jobs outright. A majority of employees indicate that a companys culture is one of the things they consider most closely when applying for a new position. Tanner), If leaders fail to help employees see the larger picture or the why behind the work they do, there is a 22% increased odds of employee burnout (O.C. hbspt.cta._relativeUrls=true;hbspt.cta.load(263750, '9856683d-0c1d-437f-8476-dbb2a50fb252', {"useNewLoader":"true","region":"na1"}); hbspt.cta._relativeUrls=true;hbspt.cta.load(263750, 'c67363b0-84f7-4927-84d4-4701b4ff8c89', {"useNewLoader":"true","region":"na1"}); More than half of Millennial workers are managers and plan on staying at their current job for a total of ten years (, The average length of time Gen Z plans to work for their current employer is 6 years (, The average length of time Millennials plan to work for their current employer is ten years (, 16% of Gen Z and Millennial employees have quit a job because their employer did not provide the proper technology for them to do their job (, 82.39% of employees say a lack of progression would influence the decision to leave their jobs (, Employees said the three most contributing factors to quitting their jobs were a lack of career advancement opportunities, low pay, and the absence of a salary pay raise (, Of those who had already quit their jobs, 35% would consider returning if they were offered a better salary or a higher position (, 18% of employees said they regret leaving their previous job (, Execs say 64% of total company costs are labor costs (, Execs attribute 72% of their companys value to their employees (, Only 36% of companies have a talent strategy (, 24% of companies have a well-documented talent strategy that is understood throughout the organization (, 20% of companies say their talent strategy is completely aligned with their business strategy (, 17% of companies believe they have the right people throughout the company to execute their business strategy (, 37% of executives say their #1 priority is talent strategy (, One-third of companies with a talent strategy cant communicate it in a way their employees understand (, 22% of companies consider talent strategy a shared responsibility (, Companies with higher revenues are more likely to have a talent strategy in place (, Talent optimized companies outperform other companies by 16% in terms of strategic success rates (, On average, 47% of high-performing employees left their company last year (, Talent optimized companies have 30% lower turnover of top performers (, Talent optimized companies have 34% higher employee performance (, When companies did not have a clear business strategy and did not practice talent optimization, execs rated their employees performance at 7.1 (, When companies implemented talent optimization practices, execs rated employee performance at a 9.5 (, Talent optimized companies spend 31% less time on people problems (, 47% of companies have tools that accurately evaluate whether they have the right executive team in place (, Execs say only 49% of last years hires were good hires (, 61% of execs say employees are terminated because they lack the behavioral fit or cognitive ability needed for the job (, 27% of companies dont have an effective, repeatable hiring process (, On a scale of 1-10, execs rate the importance of using analytics to make hiring decisions a 7 (, Companies that place more of an emphasis on using analytics for hiring are more likely to surpass their goals (, 24% of hiring managers lack access to behavioral and cognitive candidate data (, 53% of execs say their hiring teams are somewhat aligned (, Execs attribute 64% of a strategic initiatives success or failure to their employees (, Executives said their biggest challenges include: getting the most out of my people (30%), managing expenses and cash (28%), creating a great work environment (27%), finding the right talent (25%), and building better operational processes (23%) (, Executives said their biggest weakness as a leader was getting rid of under-performers (16%) and hiring the best people (15%) (, This years top three organization human resource goals are to: retain more talent, recruit top talent, and reduce the time to hire (, 74% of HR professionals agree that a skills gap persists in the current U.S. labor and hiring economy (, 59% of HR professionals say the search to find qualified candidates has been more difficult than it was over the last three years (, 45% of HR professionals report that changing the organizations hiring process is a priority in their organization and in their HR department (49%) (, 55% of companies regularly diagnose their employee engagement data (, 22% of companies know what is driving employee disengagement (, 17% of executives say increasing employee engagement is a top priority (, 33% of executives say improving our employees loyalty and faith in the company is a top priority (, 94% of talent professionals agree employee experience is very important to the future of recruiting and HR, along with people analytics (85%), internal recruiting (82%), and multi-generational workforce (74%) (, 77% of companies focus on employee experience to increase retention (, There is a 41% longer employee tenure at companies with high internal hiring compared to those with low internal hiring (, Talent professionals say theyre increasingly focused on employee experience in order to increase employee retention (77%), increase employee productivity (71%), meet expectations of Millennials and Gen Z (40%), and attract more candidates (29%) (, Companies rated highly on compensation and benefits saw 56% lower attrition (, Companies rated highly on employee training saw 53% lower attrition (, Companies rated highly on purposeful mission saw 49% lower attrition (, Companies rated highly on flexible work arrangements saw 137% higher headcount growth (, Companies rated highly on open and effective management saw 143% higher headcount growth (, 73% of talent professionals say people analytics will be a major priority for their company over the next 5 years (, 82% of talent professionals say their company currently uses measuring employee performance to plan within the next 5 years, along with strategic workforce planning (77%), identifying skills gaps (70%), evaluating recruiting channels (67%), assessing talent supply/demand (62%), identifying flight risks to improve retention (60%), reducing bias in hiring/promotions (56%), competitive intelligence (55%), predicting candidate success (47%), and organizational network analysis (41%) (, 73% of talent professionals say internal recruiting is increasingly important to their company (, There has been a 10% increase in internal hiring since 2015 (, Employees stay 41% longer at companies with high internal hiring compared to those with low internal hiring (, 81% of talent professionals agree that internal recruiting improves retention, accelerates new-hire productivity (69%), and accelerates hiring process (63%) (, 72% of talent professionals say internal candidates are typically identified at their company by employees finding jobs on the internal job board, hiring managers reaching out to employees they know (50%), and employees hearing about jobs through word of mouth (45%) (, 65% of talent professionals acknowledge their company needs to improve its internal recruiting (, The top three barriers to internal recruiting are: managers dont want to let go of good talent (70%), not enough qualified internal candidates (56%), and more difficult to diversify workforce (38%) (, 60% of talent professionals cite encouraging more cross-functional projects to improve internal recruiting, along with identifying skills of existing employees (60%), and connecting upskilling to internal opportunities (56%) (, 23% of learning and development professionals say they partner with recruiting to identify skills gaps and hard-to-fill roles (, 73% of employees say theyd stay at their company if there were more skill-building opportunities (, 42% of Gen Z, 41% of Millennials, 43% of Gen X and 45% of Baby Boomers view inspirational colleagues & culture as a top factor when considering a new job (, 18% of Gen Z, 23% of Millennials, 23% of Gen X, and 32% of Baby Boomers view a company with a purposeful mission as a top factor when considering a new job (, 36% of Gen Z, 25% of Millennials, 20% of Gen X, and 21% of Baby Boomers view investment in employee training as a top factor when considering a new job (, 56% of Gen Z, 73% of Millennials, 35% of Gen X, and 10% of Baby Boomer talent professionals say their company plans to focus on recruiting any generation over the next 5 years (, 25% of Gen Z, 56% of Millennials, 60% of Gen X, and 36% of Baby Boomers say their company plans to focus on retaining any generation over the next 5 years (, Baby Boomers stay 18% longer than the average employee, and Gen Xers stay 22% longer than average (, The top three reasons Millennials left their job were: better compensation and benefits, more advancement and more of a challenge (, The top three reasons Gen X left their job were: more of a challenge, better compensation and benefits, and more advancement (, The top three reasons Baby Boomers left their job were: more of a challenge, better fit for skills and interests, and to make more of an impact (, 24% of hourly job seekers are very satisfied with how they learn about and engage with their company (, 27% of hourly job seekers were very satisfied with how they apply for a job (, 23% of hourly job seekers were very satisfied with how they meet with a hiring manager or hiring team (, 22% of hourly job seekers were very satisfied with the assessment which determines fit for the job (, 20% of hourly job seekers were very satisfied when they receive an offer for a job (, The average turnover in all industries has remained steady at 44.3% over the past two years (, 39% of employees struggling financially are fully engaged at work (, 42% of people who are financially stressed are 10x more likely to not finish daily tasks at work, 9x more likely to have troubled relationships with coworkers and 2x more likely to be looking for a new job (, Those with money worries are 2.3 times more likely to be looking for another job, 1.6 times more likely to be unhappy in their current role but planning to stay, and 1.4 times less likely to be happy with their job (, On average, lonely workers say they think about quitting their job more than twice as often as non-lonely workers (, 74% of people would not be more likely to leave their current employer if their best friend left (, 55% of people would not leave their current employer even if they felt disconnected from their colleagues (, 10% of employed Americans feel their productivity is lower than their peers all or most of the time (, On average, people spend three days in the past month thinking about quitting their job, and more than four days dreading going to work (, 67% of workers with consistent schedules have been at their current job for three years or more (, 62% of workers with availability-based schedules and 51% of workers with rotating schedules have been at their current job for three years or more (, 22% of workers said theyd be happy working at their job for more than 10 years (, 7% of workers indicate theyre currently searching for a new job (, 69% of men and 55% of women would be happy at their jobs for three years or more (, 31% of employees say theyve worked at their current primary job for more than eight years (, 24% of workers have been at their current job three to five years, and 21% have been at their jobs less than two years (, Up to two-thirds of employees say they may leave their jobs in 2020 (, 52% of employees are looking or would consider leaving their company because of compensation, 43% career advancement, and 19% lack of recognition (, 26% of employees feel being undervalued and underappreciated is the highest barrier to engagement (, Employees who do not feel adequately recognized have a lower engagement and are twice as likely to say theyll quit in the next year (, 90% of workers said they are more likely to stay at a company that takes and acts on feedback (, 44% of employees who called their company horrible at acting on feedback plan to look for a new job compared to 28% who called their company awesome at acting on feedback (, In 2020, 35% of employees plan to look for a new job, 33% are not planning to look for a new job, and 32% are undecided (, 23% of 18-20-year-olds will stay at their current job in 2020, 50% indicated they will pursue a new job, and another 27% are undecided (, 38% of 30-44-year-olds plan to look for a new job while 34% are undecided (, 19% of employees consider themselves very engaged and planning to stay at their company a long time (, 14% of employees identify themselves as either somewhat or completely disengaged (, 35% of employees are somewhat engaged, but feel their company could do more to improve employee experience (, 32% of employees have average engagement but are open to new opportunities (, 6% of employees are somewhat disengaged but not looking for new job opportunities (, 8% of employees are completely disengaged and/or actively looking for another job (, Employers said a culture of dignity at work is an important driver of: organizations ability to attract and retain talent in the marketplace (95%), employee wellbeing (95%), work engagement (94%), overall business performance (93%), and employee productivity (91%) (, 77% of employees are happy with their office set up, with 90% of those in private offices saying theyre the most satisfied (, When asked what office amenities would help employees be more productive, their top two choices were a quiet location and a dedicated office space (, 20% of employees believe that work messaging platforms are a distraction that hurts productivity (, 67% of employees are as productive as they can be in their office environment (, 80% of professionals agree that a traditional work setting is important for advancing their career (, When asked what makes employees happiest in their office, the answers included: natural light, free drinks, comfortable meeting spaces, free snacks, pet-friendly policy, onsite amenities, walkable areas, cool dcor, outdoor space, standing desks and games (, When asked what employees most dislike about their office, they answered: too noisy, no privacy, too many visual distractions, too little energy, felt like they are on display, too isolated, and too quiet (, 53% of employees felt discriminated against by their superior, 61% of which were women (, 25% of employees felt discriminated against because of their gender, 76% of which were women (, 59% of male employees believe everyone has a fair chance to advance at their company, compared to 43% of female employees (, 76% of companies have tools to help employees gain self-awareness (, 55% of companies that use tools to build employee self-awareness surpassed their goals, and only 38% of companies without these tools surpassed their goals (, 96% of talent professionals say employee experience is becoming more important (, 68% of companies report employee experience has improved over the past five years (, 52% of employees say their company provides a positive experience (, One in three companies do not regularly act on employee feedback (, 57% of talent professionals say a roadblock to improving employee experience is not having enough people dedicated to it, as well as not enough budget (55%), not enough time (48%), leadership doesnt prioritize it (43%), and cant justify the investment (29%) (, 89% of talent professionals say a multi-generational workforce makes a company more successful (, 56% of companies say theyve recently updated policies to appeal to a multi-generational workforce (, 43% of U.S. workers are satisfied with their financial situation (, One in three professionals say work flexibility would increase their job satisfaction and morale, and almost 30% say it would increase their overall productivity or efficiency at work (, 2020 Employee Engagement & Loyalty Statistics, 2020 Employee Engagement & Retention Statistics, Ultimate Collection of Employee Engagement & Loyalty Statistics, Millennial Employee Engagement & Loyalty Statistics, Aptitude Research & Alexander Mann Solutions, Inflation & Workplace Discontent: 20 Creative Compensation Ideas That Avoid a Wage Increase, 20 Ways to Improve Mental Health in the Workplace, Employee Engagement & Loyalty Statistics: The Ultimate Collection, More than one out of ten lonely workers say their work is often lower quality than it should be (, Employees report feeling less lonely when they can be their true selves at work and when their employers promote good work-life balance (, 32% of male employees agree they feel abandoned by coworkers when under pressure, compared to 23% of females (, 32% of male employees are more likely to report feeling alienated from coworkers compared to 25% of women (, 60% of men and 56% of women report having a best friend at work, 51% of men and 44% women spend time socializing with colleagues outside of work, and 43% of men and 34% of women agree that in larger numbers they have to hide their true selves at work (, Gen Z employees (42%) are more than twice as likely as Baby Boomers (18%) to say they often feel abandoned by their coworkers when under pressure at work and can also feel alienated (, 54% of Gen Z in the workplace often feel emotionally distant from the people they work with, compared to 28% of Baby Boomers (, 55% of Gen Z report feeling disconnected from others at work, while just 27% of Baby Boomers say the same (, 54% of Gen Z feel the need to hide their true selves when they go to work, compared with 47% of Millennials, 39% of Gen X and 26% of Baby Boomers (, 64% of newer employees (those who have been in their current position for less than six months) vs. 40% of employees of 10+ years are likely to report a lack of companionship (, 83% of people feel their relationships with coworkers are excellent, very good or good (, 80% of people feel satisfied with the relationships they have at work (, 52% of people somewhat agree they are satisfied with the relationships they have at work, and 27% strongly agree (, 74% of people agree they have social companionship at work or a sense of camaraderie in their workplace (75%) (, 71% of people report having a group of friends at work, and 58% say they have a best friend (, 35% of people report feeling a general sense of emptiness and 37% a disconnection from others in their workplace (, 11% of employed Americans say they never interact with people through in-person conversations or meetings at work (, 61% of employed Americans get in-person interaction for less than an hour to up to two hours per day (, People getting the right amount of in-person interaction at work, by their own standards, are less lonely (44.2) than those either crave more interaction (49.4) or hope for less (48.9) (, 60% of people agree that using technology at work helps them feel more connected and establish meaningful relationships, and 56% acknowledge it reduces the in-person interaction they have (, 54% of remote workers always or sometimes feel their relationships at work are not meaningful vs. 45% of those who work in an in-person office environment (, Entry-level and senior executives are the two most likely groups to report always or sometimes feeling there is no one they can turn to (51% vs. 57%), not feeling close to anyone (53% vs. 56%), and that no one really knows them well (65% vs. 70%) (, Entry-level employees report the highest loneliness score (48.3), followed by senior executives (46.6), and Non-C-suite executives (45) (, Low-income workers are most likely to report negative thoughts about their workplace (, 49% of employed Americans say their productivity all or most of the time is higher than most workers who have a similar type of job, and another 32% feel they are more productive some of the time (, 41% of employed Americans want a work environment where employees are encouraged to have a work-life balance (, 95% of Gen Z and 93% of Millennial employees would be willing to automate parts of their job (, Roughly 7 in 10 Gen Z and Millennial employees say they constantly check their work communication tools outside of work (, 66% of Gen Z and 57% of Millennial employees say they expect their teammates to respond to them outside of work hours (, 69% of Gen Z and 73% of Millennial employees have experienced periods of decreased work productivity due to job burnout (, 65% of Gen Z and 73% of Millennial employees say their job is a key component of their personal identity (, 76% of workers report being either satisfied or very satisfied with their work schedules (, 56% of workers said their employer or manager generally determines their work schedules (, 32% of workers say they can generally choose their schedules, and 12% say their schedules are determined by their clients or customers (, Employees who work 5-8-hour shifts are the highest percentage of those who are satisfied with their schedules (, Employees ranked prioritizing their health and sleep as the most important to them in their work schedules (, Nearly one in five workers believe their schedule negatively impacts their health (, 41% of workers would choose a different work schedule if they could (, 45% of workers say their work schedule fits their preferred sleeping schedule very well (, 58% of low-income workers are satisfied with their jobs when it comes to having stable and predictable hours (, 45% of employees say leadership is minimally or not at all committed to improving company culture (, 23% of employees say leadership is more than or very committed to improving company culture (, 31% of HR leaders say their organizations have the culture they need to drive future business, and 21% say their employees deeply trust company leaders (, 8% of employees say senior leadership is very committed to improving company culture, spearheading employee experience initiatives (, 15% of employees say senior leadership has more than average commitment to improving company culture, always supporting internal culture/employee experience initiatives (, 32% of employees believe senior leadership has an average commitment to improving company culture and is reactive but not proactive to employee experience needs (, 33% of employees believe senior leadership is minimally committed to improving company culture as there is no action being taken (, 12% of employees say senior leadership is not at all committed to improving company culture and have never heard them talk about it (, 46% of employees only feel moderately valued by superiors (, 30% of employees feel not very or not at all valued by superiors (, 53% of employees only feel moderately valued by colleagues (, 9% of employees said their company/manager is awesome at acting on feedback, 24% said pretty good, 44% said okay, and 23% said horrible (, 80% of employers believe employees are treated with dignity and respect at their organization regardless of job, role, or level; 65% of employees feel the same (, 70% of employers recognize that workplace dignity is important to their current success and 94% say that workplace dignity will be important to their success over the next three years (, Half of employees agree that senior leaders at their organization have a sincere interest in their wellbeing compared with 86% of employers (, 46% of employees believe their organization currently makes it possible for employees to have a healthy integration of work and personal life, while 65% of employers hold this view (, 34% of employers report their organization lacks the desired levels of balance and representation among gender, race, ethnicity, sexual orientation, disability, veteran status, etc. PcBzhr, jtdWYh, vWFWx, ZEg, Tfeo, obhC, OtzfD, mOS, JSqp, lMip, LJmki, enUoB, ILiIF, QOg, hxOS, 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