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Key HR Statistics And Trends In 2023

This nationwide contest measures the employee experience of over 1 million voices across thousands of the most successful organizations in the United States. From this respondent pool, we conduct an opt-in, independent research panel with over 32,000 individuals who share their workplace experiences. This unique vantage point gives us the ability to understand workplace trends to supply insights that help other organizations succeed.

• Employers and employees must navigate this space carefully to sustain productivity without compromising well-being.
• We will also look at the potential solutions to this problem and how we can help those affected by burnout.
• Burnout is reported by 50% of workers in the nonprofit realm and is prevalent in the IT profession, affecting 22% of individuals within the tech sector.

Among entrepreneurs, 49% reported experiencing burnout at some point during their careers. UK employees’ reports of burnout have skyrocketed to record levels in the past year, and increased by 48% to record levels. 59% of American workers are experiencing at least moderate levels of https://remotemode.net/ burnout. According to Gallup, burned-out employees are 2.6x as likely to be actively seeking a different job. And even if they stay, they typically have 13% lower confidence in their performance and are half as likely to discuss how to approach performance goals with their manager.

Benefits of Remote Work

Though these trends might shift as more employees return to the workplace, hybrid and remote employees currently report having the highest engagement levels. Regardless of how difficult it may seem to build relationships with remote employees, it is of high importance for senior leaders. 83 percent of remote employees say the senior leaders at their organization value people as their most valuable asset. 85 percent of hybrid employees agree, followed by 74 percent of on-site employees. Ensure all employees feel supported by leadership by making a continuous effort to build upon relationships and recognize employees for their work. Many companies have struggled translating their company culture in a digital space, which impacts connectivity between employees and their work.

• From longer work hours to increased demands at home, the COVID-19 pandemic introduced new stressors to nearly every domain of life.
• Before, many employees had the flexibility and autonomy to show up in the office a few days a week or work remotely as needed.
• When the pandemic hit, it made an already stressful life even more difficult.
• This helps clear up any issues that employees might be experiencing, as well as resolve any feelings of uncertainty that they have about their work.

Within this demographic, 39% work remotely full time and 25% do so part time. This suggests that the younger workforce values the flexibility and autonomy offered by remote work, which could have implications for businesses looking to attract and retain this talent group. A staggering 98% of workers expressed the desire to work remotely, at least part of the time [3].

Survey Methodology

Gallup research shows that experienced remote workers are coping with these challenges better than those who are trying to figure out how to get in the rhythm of remote work. As of September, nearly 40% of full-time employees were working entirely from home (vs. 4% pre-COVID) and under very different circumstances than pre-pandemic remote workers. Before, many employees had the flexibility and autonomy to show up in the office a few days a week or work remotely as needed. Therefore, healthcare workers need better support systems and resources to help them cope with the demands of their job and prevent burnout. This serves as a warning to those in the technology industry to be mindful of their own mental health and take steps to prevent burnout.

In the first half of 2021, the number of fully remote employees has been steadily decreasing while the number of on-site and hybrid employees has been increasing. As we navigate through the vaccination phase of the pandemic, some organizations are encouraging their employees to come back to the office. “I also recommend leveraging technology for automating tasks, setting reminders to take breaks, and encouraging asynchronous communication to lessen the digital interaction overload.” In health care, psychologists continue to explore how to create better balance for front-line workers. Other health care organizations can adopt a similar approach to promote resilience among clinicians, especially as hospitals across the country continue to face ongoing strain.

of workers say a diverse workplace is important

According to a Gallup study, 54 percent of employees would leave their job for one that offers more flexible time. Organizations can better attract top talent when the option to work remotely is on the table. Giving employees the opportunity to choose where they work is a relatively “free” benefit to offer—aside from tech costs. Harvard Business Review found that in some jobs, applicants who live over 5 to 6 miles away are given one-third fewer call-backs.

Effective management is at the center of a successful organization that prioritizes employee engagement and performance. The onset of remote work brought about a multitude of changes in the workplace including the management process. Our research shows that the 2nd highest driver of employee turnover is employee’s needs https://remotemode.net/blog/remote-work-burnout-fatigue-and-how-to-avoid-it/ being unmet. Employees want a job that allows flexibility, to effectively balance their responsibilities outside of work. Many employees and organizational leaders have strong opinions about remote and hybrid work. These opinions have shaped into some misconceptions about remote and hybrid working situations.