Study released today found worrying indicators of disengagement
Canada is host to some of the highest levels of employee stress, according to a new report released this morning from Gallup.
Gallup’s latest State of the Global Workplace found that while employee engagement and job opportunities surged across the majority of the globe – it’s a different story in Canada. Both the United States and Canada region saw no gain in engagement or job openings with worker stress remaining at an historic high.
"Employee engagement will become increasingly important as the globe enters uncertain economic times. Our research has shown that engagement has a stronger effect on organizational performance during a tough economy," says Jim Harter, Gallup’s chief workplace scientist.
The report found that 44% of employees experience a lot of stress on a daily basis, with Canada, the United States and China leading with way with the most stressed out teams – with women being more effected than their male counterparts. This in turn is driving turnover, with over half of employees asked expressing an intent to look for jobs elsewhere.
Another reason cited for low retention levels was low pay, with the Gallup report finding that engaged employees require a 31% pay increase to consider taking a job with a different organization. Conversely, disengaged employees demand a 22% pay increase to change jobs.
It’ll come as no surprise to employers that remote and flexible working models are only gaining popularity post-pandemic. What started out as a legal mandate has evolved into the most in-demand perk on the market – one that people are willing to quit for.
Gallup’s report found that the flexibility of remote work allows for greater autonomy and wellbeing, which today’s workers highly prize. However, the daily activities – what people experience with their colleagues and managers - this matter more to stress levels than location.
“With a massive increase in the work-life blend through more fully remote or hybrid work, the job of managing has never been more complex — and never more important,” says Harter.
“Fully remote and hybrid employees are more highly engaged than fully on-site employees. But they also report higher stress and a higher tendency to be watching for other jobs. A new essential requirement is reskilling managers to have weekly strengths-based conversations that connect employee goals, priorities and achievements to the purpose of the organization — its customers.”
