Today's employees 'rewriting the rulebook' on employer-employee relationships, says expert
Younger employers are putting more pressure on employers to take a stance on "uncomfortable" issues, according to a new report that sheds light on changing workplace dynamics.
The Achievers Workforce Institute's report found that 62% of employees want to have hard conversations at work.
Half of employees also said they want their organisation to take a public stand on world events, revealed the report, which surveyed 1,500 employees in North America.
Source: Getting Comfortable with the Uncomfortable at Work report
This sentiment is strong among younger employees, with Gen Z and millennials twice as likely than other generations to want their companies to publicly engage in global events.
The findings show how modern employees are "rewriting the rulebook" on employer-employee relationships and expectations, said Caitlin Nobes, head of Workforce Research and Content at Achievers Workforce Institute.
"There used to be this unspoken rule that left work at work and home at home. But now, younger generations are urging their employers to make space for the uncomfortable, take a stance, and acknowledge and meet their multifaceted needs," Nobes said in a statement.
But this doesn't mean light-hearted conversations no longer have a place in the workforce, according to the report. It found that 88% of employees still share the desire to have light, fun talks at work.
Meanwhile, despite the clamour for holding uncomfortable conversations, the report found that a third of employees don't feel comfortable doing this with their managers.
Source: Getting Comfortable with the Uncomfortable at Work report
Women are the least likely to trust their manager or co-workers. This is increased with women from other traditionally marginalised groups, according to the report.
Nobes said this indicates how women feel in the workplace.
"Women aren't bringing their true selves to work, begging some difficult questions – do we really know the women we work with, how much are they holding back, and how much energy does that take?" Nobes said.
"Knowing that women have faced discrimination for centuries, rectifying their challenges in modern workplaces is no simple task. The most worrisome question is — can they be helped."
Taking a company-wide stance on global events and politics can be difficult, especially when it represents diverse perspectives from the workforce, said Hannah Yardley, chief people and culture officer at Achievers.
"But there is one stance employers can take based on the report's data - almost universally everyone agrees that employees want to be able to have fun or light conversations," Yardley said in a statement.
"If you do choose to foray into global events, empower people leaders with tools and resources, create safe spaces, and support those who want to create space for life outside work in the workplace and for those that don't. This approach will also adhere to the needs of employees who want work to be a haven from personal obstacles and devastating headlines."
Managers also have a critical role to play in handling tough conversations in the workplace, according to the report.
It suggested training managers' skills across contact, recognition, and coaching, which are critical behaviours observed among trustworthy and effective managers.
