It’s no surprise that the COVID-19 pandemic has impacted the workforce deeply. The long-term effects of working in the pandemic have been far-reaching and the focus is now entirely towards building a sustainable employee experience. While earlier work-life balance, flexible working conditions, employee-friendly policies were just good-to-haves, they’re now the all-essentials. Why? The pandemic triggered a wave of Great Resignation, with over 54% of employees quitting their jobs in pursuit of employers who offer flexibility and benefits.
Over the past 30 years, employee expectations from the workplace have changed significantly.
In the 1990s, on the heels of accelerating globalisation and the advent of computers, many employees were focused on job security and a steady income. As a result, employees were often willing to put up with less-than-ideal working conditions in order to keep their jobs. They were also less likely to speak out about workplace issues or ask for things like flexible work arrangements or better benefits.
As the global economy continued to grow in the 2000s, more workers chose to place a greater emphasis on work-life balance and flexible work arrangements. They were more likely to seek out employers with a positive work culture and opportunities for growth and development. Additionally, employees became more vocal about their expectations, often speaking out about workplace issues or negotiating for better benefits and compensation.
In the 2010s, employees continued to place a greater emphasis on work-life balance, flexible work arrangements, and opportunities for growth and development. Additionally, issues such as diversity, inclusion, and social responsibility became increasingly important to workers. They wanted to be paid fairly and to have access to good benefits, such as health insurance and retirement plans.
1. Employee Burnout
2. Inadequate Benefits and Policies
3. Undefined Learning Curves
4. Flexible Work Arrangements
5. A positive work culture
6. Opportunities for growth and development
7. A good work-life balance
8. Fair compensation
9. Recognition and rewards for hard work
10. A diverse and inclusive workplace
11. Social responsibility
12. Clear communication and transparency
13. Supportive and approachable management
14. Workplace safety and health
15. Employee involvement in decision-making
16. Opportunities to provide feedback and suggestions
17. A sense of accomplishment and fulfillment in one's work
Due to unprecedented circumstances, employees and managers are still struggling to stabilize business revenues. As a result, the average workday during the pandemic increased by roughly 10%, coupled with more workload and added pressure.
A study conducted by Spring Health in the US found that ~80% of the employees across the nation expressed feeling burnt out with their work. As a consequence, among the top demands that employees are making of their employers are resources and services to handle, sustain, and restore employee wellness at work.
Employees are certain that paid time-off, micro-breaks, a four-day workweek will help them in recuperation, however, this change must be driven by the leadership. Good company culture is what the leadership shapes it to be. Hence, leaders are now expected to encourage the discourse around mental health and wellness so that employees feel psychologically safer expressing themselves.
Why is addressing burnout the absolute need of the hour? Studies have found that the long-term impacts of employee burnout outweigh the short-term costs of giving workers more time off. Shockingly, a study conducted by UCL found that employees who worked three or more hours longer than required had a 60% higher risk of heart-related problems than those who didn’t work overtime.
As the world recovers from one of the worst health crises, employees now wish for upgraded benefits and policies that cover aspects of both physical and mental health. In a fortunate turn of events, according to the 'Future of Benefits' study, organizations are now ready to double down on several benefits and initiatives like child and senior care, flexible work, portals for accessing health care, subsidized care, and new parent support among others. The study also found that 41% of organizations are now comfortable with expanding employee wellness benefits to best suit their people. These aside, employees also expect conveyance allowance to be accounted for, considering the threat and inconvenience associated with public transport in a post-pandemic world.
One area of employee experience that’s taken the biggest hit in this new world, it’s the employee career trajectories. As per the Prudential report, of the 26% of workers planning to switch jobs post-COVID, 80% are doing so because they’re concerned about career advancement. Nearly one-third of employees report feeling 'stuck in their careers' since the pandemic began (Robert Half survey).
In addition, one of our internal researches based on Amber conversations with 700K+ employees suggests that Career and Learning have been a consistent pain point for employees since the beginning of the pandemic.
One of the major issues that employees have highlighted is Career Satisfaction with only 50% of them being satisfied with how their careers are progressing in 2021.
As alarming as these stats are, we believe that it's the right time for organizations to start investing in their employees’ careers to boost their learning curves. The sense of stagnation felt by employees about their careers can be overcome by crafting personalized learning journeys for them. These learning journeys can be customized by a mutual understanding between employees and their managers about their aspirations and goals.
Organizations must also take special care to empower and train line managers to have meaningful relationships with their team members. This will ensure that managers work in tandem with employees to design a career development plan, and also help them reflect on holistic professional development instead of just operational performance (SHRM). Within teams, peer learning structures should be encouraged by making the best use of strong interpersonal relations among employees to foster learning. Other initiatives like mentorship programs, learning credits, offering advanced courses can add the much needed value to the overall development of the employee.
Approximately, 40% of employees consider quitting if asked to return to their offices full-time. While many HR professionals may be aware of this sentiment, it still does not make it easy for them to work on it. Employees now prefer flexibility in how they work, either from home or a totally different location. On average, employees would want to work between two and three days remotely after the pandemic.
A survey rolled out by EY found that 33% of employees expressed that they want a shorter working week and more than half (67%) believe their productivity can be accurately measured irrespective of location. Additionally, flexible work arrangements also mean catering to emerging employees' needs. Employees are expecting better technology in the office (e.g. faster internet and zoom calls), and others expect their companies to upgrade at-home work setup (e.g. screen, headsets, furniture) with reimbursement for high-speed internet/phone expenses.
Despite fighting and surviving one of the toughest health crises, organizations would have to continuously reinvent the wheel of employee experience. Keeping EX at the forefront, we have to try, assess, and iterate to turn 'The Great Resignation' into the 'Great Opportunity'.
Employees expect a positive work culture because they want to enjoy coming to work and be happy in their job. A positive work culture can improve morale, increase productivity, and create a more collaborative and supportive work environment. It can also lead to higher job satisfaction and lower turnover rates. In today's job market, where there is a high demand for skilled workers, employees have more job options and are more likely to seek out employers that offer a positive work culture. A positive work culture can also make a company more attractive to potential employees and help it to stand out from its competitors.
Employees expect opportunities for growth and development because they want to advance in their careers and continue to learn and improve their skills. Providing opportunities for growth and development shows employees that their employer values their contributions and is invested in their success.It can also help to retain top talent and prevent employees from leaving for other opportunities.
Employees now expect a good work-life balance because the pandemic has disrupted many aspects of their personal and professional lives. Many employees have had to balance working from home with taking care of children or other family members, putting a lot of additional pressure on them. A good work-life balance can help employees to manage these challenges and maintain their mental and physical health. It can also prevent burnout and improve job satisfaction. In the current environment, where many employees are facing unprecedented stress and uncertainty, having a good work-life balance is more important than ever.
In today's hyper-competitive job market, where there is a high demand for skilled workers, employees are more likely to seek out employers that offer fair compensation and good benefits. Additionally, issues such as wage inequality and the gender pay gap have received a lot of attention in 2022, and many employees are looking for employers that are committed to paying their employees fairly and addressing these issues. Providing fair compensation can also help employers to strengthen their employer brand by being known for paying fair compensation, thereby attracting top talent.
Employees expect recognition for the hard work they put in because they want to be acknowledged for their contributions and efforts in front of their peers. In today's competitive job market, many employees are looking for employers that value their contributions and provide opportunities for recognition and advancement. Employers can provide recognition and rewards in various forms, such as bonuses, promotions, public recognition, and additional responsibilities.
As inequality across minorities, genders, races and ethnicities accelerated in the post-pandemic era, employees today expect a diverse and inclusive workplace because they want to work in an environment that respects and values people of all backgrounds and identities. This includes people of different races, ethnicities, genders, sexual orientations, and abilities. A diverse and inclusive workplace can foster creativity, innovation, and collaboration, and it can also improve the company's reputation and bottom line. This includes providing equal opportunities for all employees, regardless of their background, and taking steps to address issues such as the gender pay gap and discrimination.
In recent years, consumer awareness on environmental issues has increased due to a number of factors. One of the main drivers of this trend is the increasing awareness of the impacts of climate change and the need to take action to address it. The media has played a role in raising awareness of these issues, as have various advocacy groups and organizations. Additionally, the growing popularity of sustainable products and lifestyles has also contributed to the increase in consumer awareness of environmental issues. As consumers become more aware of the environmental impacts of their choices, they are increasingly demanding that companies take steps to reduce their environmental footprint and to operate in a more sustainable manner.
Today, employees expect their company to be ESG (environmental, social, and governance) conscious and sustainably aware because they want to work for an employer that is committed to making a positive impact on society and the environment. ESG and sustainability are becoming increasingly important to many employees, and they want to work for companies that share their values and take steps to address social and environmental issues. A company that is ESG conscious and sustainably aware can also improve its reputation and bottom line, as it can attract customers and investors who are also committed to these issues.
Employees expect clear communication and transparency at the workplace because they want to be informed and involved in the decisions that affect them. In today's hybrid workplace, where many employees are working remotely and are unable to have face-to-face interactions, clear and regular communication is more important than ever. Employers can provide clear communication and transparency in various ways, such as through regular meetings, newsletters, and updates.
Employees expect supportive and approachable management because they want to have a good relationship with their supervisors and to feel psychologically safe in their work. Employers can provide supportive and approachable management through regular communication, feedback, and support. Providing this type of management can help employers to retain top talent and to create a positive and supportive work environment.
In today's workplace, where many employees are facing new challenges and hazards, such as remote work and the pandemic, workplace safety and health is more important than ever. Employers have a legal and moral obligation to provide a safe and healthy work environment for their employees, and failure to do so can result in serious consequences.
Employees expect to be involved in decision-making because they want to have a say in the decisions that affect them and their work. Involving employees in decision-making can improve morale, increase job satisfaction, and foster a sense of ownership and accountability. It can also provide valuable insights and perspectives that can help to improve the company's performance and competitiveness. In order to enable employees to be involved in decision-making, a company can provide various opportunities for employee input and participation. This can include regular meetings, surveys, and suggestion boxes, as well as more formal structures such as employee committees and task forces.
Providing employees opportunities for feedback can provide valuable insights and perspectives that can help to improve the company's performance and competitiveness. In order to enable employees to provide feedback, a company can provide various channels and mechanisms for employee input. The traditional method is through annual surveys, but modern organisations have moved on to better technologies to listen to their employees such as AI chatbots.
Lastly employees expect a sense of accomplishment and fulfillment in their work because they want to feel that their work is meaningful and valuable. In order to enable employees to experience a sense of accomplishment and fulfillment in their work, a company can provide various opportunities such as challenging yet meaningful work, recognition and rewards for hard work, and opportunities for growth and development.
Employee expectations have changed multiple times over the past few years, and it’s important to measure the current state of affairs at your organisation.
There are primarily 3 ways to do this:
Employee surveys are one of the most effective ways to gain insight into what your employees expect from your organization, its leadership and its culture. In addition to getting a sense of which areas need improvement in order to create a positive work environment, surveys can also help HR leaders like you identify areas where employees are satisfied with their jobs.
This information can be used when making decisions regarding hiring new staff members or implementing new policies and programs.
These surveys can also be used for specific purposes like compensation planning or planning policies for remote work.
One should note that it's important to consider the context of the survey when designing your questions. For example, when conducting a survey for a global workforce, focus on topics that are universal across all geographies and cultures; whereas if you are surveying local teams, then you'd be better off focusing on localised expectations. And if you have a conversational AI platform like Amber by inFeedo, she'll take care of all regional nuances automatically with her ability to understand more than 100+ languages.
Roundtables can be used to deeper insight into employee expectations. For example, if a company wants to understand employee expectations on maternity leaves, then it could interview people who have indicated interest towards using such a policy if it were launched (e.g., women who have taken maternity leave).
Exit interviews are a great way to understand unmet expectations of employees on their way out from an organisation. This can help in improving the employee experience and retention and also helps the organisation to understand why people are leaving.
The exit interview process is usually carried out by HR or someone from the organisational development team. The interviewee is asked about their experiences during their time at the company along with what they liked, what they disliked and what could have been better.
In conclusion, employee expectations from the workplace have changed significantly over the past 30 years. In the past, employees were primarily focused on job security and a steady income. However, in recent years, employees have come to expect much more from their employers. They want to work for companies that align with their values, offer a positive work culture, and provide opportunities for growth and development. They also expect to have a good work-life balance and access to flexible work arrangements, as well as fair compensation and good benefits. As a result, employers and HR leaders must be prepared to adapt to these changing expectations in order to attract and retain top talent.