Qualtrics has released the 2023 Employee Experience Trends Report which underlines some of the top employee experience trends in 2023 and the key actions organizations must take to attract and engage their people with more human experiences.
“Employee expectations have fundamentally changed, and the progress we’ve made cannot be undone. But as the economic picture shifts and people focus on their basic needs, clear and open communication is essential. Employees want reassurance that their jobs are secure, and that they’ll get some relief from burnout after the disruption brought on by the confluence of COVID, an economic downturn and geopolitical events,” said Dr. Benjamin Granger, Chief Workplace Psychologist, Qualtrics.
According to the report, some of the main trends in North America are:
1. Employees expect companies to "practice what they preach"
Belief in organizational values has a huge impact on employee experience outcomes. If companies are only promoting certain values to uphold an image but not actually following through with them, sooner or later employees will see the real picture.
Notable statistics that support this show that those who believe in organizational values are:
- 16% less likely to be at risk of a burnout
- 18% more likely to stay in companies for more than 3 years.
The report also states that it is necessary to communicate with employees, explain everyone's roles clearly and consider their needs and expectations.
2. Security and certainty are of paramount importance for employees
According to the report, being compensated for their effort makes employees more committed and motivated, especially in times of economic uncertainty.
The regional report in North America shows that:
- 1 in 3 employees feel they’re not paid fairly or are indifferent
- 1 in 3 employees feel their pay and benefits don’t meet their needs or are indifferent.
Some notable statistics on satisfaction with pay and benefits:
- 65% agreed or strongly agreed with the statement: “I am paid fairly for the work I do”
- 52% agreed or strongly agreed with the statement: “My pay is clearly linked to my performance”
- 68% agreed or strongly agreed with the statement: “The employee benefits I have meet my needs”.
3. Getting back to the basics (usually) beats burnout
Experiencing burnout at work is a harsh reality that hits all organizations worldwide, and dealing with it represents a huge problem for both employers and employees.
The report reveals that at least 36% of employees in North America suffer from burnout symptoms, while 49% of C-suite report the same.
To reduce burnout symptoms, organizations should consider the following:
- Flexibility to meet work and personal needs
- Clear understanding of what’s expected of me
- Believe in company values
- Believe career goals can be met
- Access to resources to be effective.
Having the opportunity to deal with both personal and work commitments shows that 16% of employees are less likely to have higher burnout scores. According to the report, however, these needs are often met with difficulty due to the amount of work being given to employees on a daily basis.
4. With healthy boundaries, employees give more
Having a healthy work-life balance is necessary, yet not the case for many. When not being given this opportunity, employees tend to make it themselves, which often results in quitting.
- 78% of North American respondents say they have a healthy work-life balance, 72% are willing to go above and beyond for their employers
- 22% of those who say they have poor (or unhealthy) work-life balance, only 37% are willing to go above and beyond for their employers.
In addition, having a healthy work-life balance helps employees retain a sense of autonomy and control over their own lives.
5. Growth and development are fundamental
With the current economic situation, bonuses and increases are challenging to acquire, but they are among the top drivers for employees. When tasks get more complex and with no rewards, employees find it difficult to meet their needs.
Those that agree that their career goals can be met are:
- 13% more likely to have their expectations exceeded at work
- 13% more likely to have higher engagement
- 9% more likely to have higher stay intentions (3+ years).
A few ways to resolve this problem are: giving feedback, respecting employees' values, and setting clear goals at the very beginning.