What is the most important factor for employee happiness?
%20(1).png)
While some organisations have welcomed remote working with open arms, other employers have struggled to trust their employees to work autonomously with some even ramping up on surveillance to track exactly what their workforce is doing.
This may however be problematic for organisations looking to attract and retain talent as, according to our recent research, almost all (93%) of Britain’s workforce say having an employer that trusts them is important for their overall happiness at work. A further 83% also admit autonomy is essential, while 86% say working at a company with a strong ethical background is key, signalling some employers may need to rethink their strategies as they plan for the future.
At Culture Shift, we help lead positive change in workplace culture, through building products that empower organisations to tackle harassment and bullying. Adopting a positive, trusting, diverse and inclusive culture is at the heart of what we do.
The report also uncovered that remote working opportunities are imperative for the majority (81%) of employees across the UK, with more than half (57%) saying they would like to remain working from home, 45% dreading going back to the workplace and 47% worrying they won’t be able to adjust to going back. That said, 27% have felt imposter syndrome (self-doubt) more so while working from home.
If companies want to attract the best in the business, then they need to adapt and take note of what employees are really looking for in a workplace. The pandemic has resulted in more calls for flexible working, and different ways of approaching communication and collaboration. This has also led employees to reflect on what’s most important to them – and trust ranks higher than all other factors.As businesses continue navigating the pandemic and conversations around the future of workplace culture take precedence, employees are hoping everything from flexibility to trust, autonomy, a competitive salary and strong ethics will be at the top of the agenda.
On the variables impacting employee happiness at work, our research found that:
- 91% confirm good communication from their employer is important to them
- 91% say a competitive salary is integral
- 90% say flexibility is an important factor to their overall happiness at work
- 88% say work-life balance and the ability to plan work around family/childcare is important
- 85% say progression opportunities are key
- 81% confirm working at a company with a good CSR scheme is essential
-
- 64% say free perks, such as paid for breakfast, yoga classes and gym memberships are important
- 91% of employees say that working at a company with a good reputation for treating employees fairly is integral to their happiness at work
- 79% say working somewhere with a diverse workforce is important
- Almost two-thirds (64%) would like to return to the workplace with flexitime, while 69% would like to do a mix of working from the workplace and home
These are the factors that are proving increasingly important and should be front of mind for those at the top if they want to not only attract, but retain the best talent for their organisations.
What we're reading
Latest insights from the front lines of workplace culture.
How the National Theatre Lowered the Barrier to Speaking Up
In the world of the performing arts, the National Theatre stands as an institution of creativity and excellence. Yet, behind the curtain of any organisation, the true measure of success lies in the wellbeing and safety of its people. For Sarah Dean, the National Theatre’s People Policy and Engagement Partner, creating a safe environment meant tackling a common but significant hurdle: the daunting nature of formal HR processes.
.png)
Protected Beliefs in the Workplace: What Employers Need to Know
Protected beliefs have become one of the most challenging areas of employment law and workplace culture. At Culture Shift's Annual Conference, employment law experts and workplace culture specialists discussed the growing complexity of protected beliefs, conflicting rights and how organisations can respond fairly and legally.
Feeling inspired?
Take the first step toward preventative misconduct management with a demo of our Report + Support™ platform. We can show you how to breakdown reporting barriers with anonymous 2-way messaging, and how to act before things escalate with name-matching and pattern-spotting across our analytics dashboard.
