Compucom Survey Finds Connection Between Good IT and Good Hybrid EX
A survey of remote and hybrid workers conducted by OnePoll on behalf of managed IT services provider Compucom has shown strong ties between employee engagement, productivity, and technology. Eighty-nine percent of workers surveyed at companies with 1,000+ employees report that satisfaction and retention would increase if companies invested more in their technology and support.
“As work from home and hybrid work continues to be a reality, it’s time for companies to fundamentally rethink how they support their employees and the technology they use,” says Mick Slattery, Compucom CEO. “Driven by their consumer experience, employees today want technology choice and flexibility in where and when they work. This has put an increased focus on the overall employee experience.”
Survey results include:
- 88% of respondents say having good technology for work is more important to them post-pandemic
- More than half (57%) of employed Americans at large companies have been so frustrated with their workplace technology that they have switched jobs (12%) or have considered a job search (45%)
- Almost 22% of respondents in large enterprises “always” have bad experiences with their workplace technology, facing an average of 20 frustrating moments during the average work week
“We know that employee experience is directly correlated to customer experience. A good employee experience usually translates to a better overall customer experience,” says Heather Lockhart, Compucom CMO. “With today’s hybrid workforce relying on technology more than ever, what Compucom does is critically important. And we are uniquely positioned to optimize the employee experience because we provide the crucial end-to-end capabilities and support required to enable effective hybrid work.”
Workhuman and Gallup Report Shows Benefits of Employee Recognition
According to research from Workhuman and Gallup, only one out of four employees feel they are receiving the right amount of recognition at work. Being recognized is strongly tied into an employee’s feeling of belonging, which in turn, is tied to engagement and likelihood of staying at a job. Additionally, recognition done correctly is associated with lower burnout rates.
The neglect of employee wellbeing can come with a price as it can result in lower productivity and higher turnover. “For a long time, employee wellbeing was oftentimes considered a ‘bonus’ or ‘nice to have’ for organizations looking toward significant growth and financial success,” says Scott Dussault, Chief Financial Officer at Workhuman. “Times have changed — with quiet quitting and disengagement running rampant, leaders should be turning to employee recognition to increase engagement, productivity, inclusivity, and overall loyalty to their companies. Considering that the cost of voluntary turnover due to burnout alone is 15% to 20% of the payroll budget each year, protecting and promoting employee wellbeing amounts to hundreds of millions of dollars toward organizations’ bottom lines annually. Neglecting wellbeing is one of the biggest mistakes organizations make — and a costly one at that.”
Survey from Lattice Indicates Engagement is the Top HR Priority for 2023
A recent survey from Lattice of 800 HR leaders found that HR teams are moving away from hiring towards retention and engagement. Engagement was HR leaders’ top priority for 2023 (41%), followed by manager training (35%) and learning and development (34%). Diversity, equity, inclusion, and belonging came in fourth (30%), followed by performance management (27%).
Other data points include:
- 67% of employees want pay transparency
- 60% of HR leaders report career conversations are happening less often
- 60% report its difficult to track morale
Qualtrics Releases Data on Job Seeker Priorities and Impact of Inflation on Workers
Qualtrics released data showing that flexibility has moved up in importance for job seekers. In 2020, a similar study showed flexibility was one of the least important factors, rating lower than company values or being a fun place to work. New data finds compensation is listed as the top priority, with role fit second and flexibility third.
“The increased availability to choose when and where we work opened up opportunities for employees across the country, especially for those who have caretaking responsibilities or disabilities that make working in a traditional office more difficult to navigate,” says Qualtrics Chief Workplace Psychologist Dr. Benjamin Granger. “Employee expectations have increased, perhaps permanently, and offering at least some measure of flexibility may now be table stakes.”
In a different UK-focused study, Qualtrics uncovered data showing the effect of inflation on workers. Seventy seven percent of workers say it is harder to pay for living expenses than it was a year ago. Actions workers are now taking include looking for new jobs (35% of respondents), asking for extra shifts, or taking on side work to make ends meet. Parents have been experiencing even more pressure with 82% of working parents reporting their pay is not keeping up with costs as well as it was a year ago. Forty four percent have looked for a new, higher paying job.
“It’s no surprise that financial concerns are top of mind for the vast majority of employees,” says Sarah Marrs, Qualtrics Director, EX Product Science. “It’s therefore critical for business leaders to make sure they understand the role they can play in helping to alleviate some of these concerns. This will demonstrate they are mindful of their people’s well-being, building loyalty amidst continuing retention challenges.”
Verizon Business Releases Data Showing Employee-Management Disconnect
Verizon Business’s report, with research conducted by Omdia, is showing significant gaps between how employees and managers view the workplace.
Business development managers (BDMs) were around twice as likely as employees to say personal productivity and employee well-being had improved since the pre-COVID era. Further, technology was not seen as a strategic investment by 36% of BDMs, while employees report outdated business systems and technology is a barrier to their success.
“Leadership all too often falls into a trap of viewing the business through rose colored glasses, which can result in a disconnect between enterprise expectations and employee sentiment around the solutions and disciplines necessary to stay competitive and drive workplace transformation,” says Massimo Peselli, CRO, Global Enterprise and Public Sector, Verizon Business. “The more closely aligned business leaders and employees are, the more successful they will be transitioning during this period of ‘great experimentation.’”
There was also misalignment on whether employees have the tools and the flexibility needed to work effectively wherever they are. BDMs were more likely than employees to say their organization provided them the tools and flexibility needed to succeed, such as:
- Contact center technology (87% of BDMs vs 67% of employees)
- Collaboration and communication technology (93% of BDMs vs 76% of employees)
- Business systems and technology (94% of BDMs vs 74% of employees)
- Flexibility to work wherever they are most productive (91% of BDMs vs 76% of employees)
YPO Survey Uncovers Employee-Related Issues Important to Chief Executives
YPO, a global leadership community of chief executives, released research indicating mental health, hybrid work, and employee retention are critical opportunity areas as companies try to support an improved employee experience. Chief executives surveyed focused on bringing enhancements to their companies with areas of improvement including communication (59%); innovation (52%); collaboration (52%); and diversity and inclusion (49%).
Other data from the research includes:
- 78% of respondents said supporting their employees’ mental health is a priority and 49% have or plan to implement a mental health policy
- Wellness initiatives being used include counseling (25%), mental health service benefits (11%), employee assistance programs (9%), and coaching (6%)
- CEOs are offering competitive compensation and bonuses (71%), flexible work hours (57%), and hybrid or remote work (53%) to stay competitive
Author Information
As a detail-oriented researcher, Sherril is expert at discovering, gathering and compiling industry and market data to create clear, actionable market and competitive intelligence. With deep experience in market analysis and segmentation she is a consummate collaborator with strong communication skills adept at supporting and forming relationships with cross-functional teams in all levels of organizations.
Sherril holds a Master of Business Administration in Marketing from University of Colorado, Boulder and a Bachelor of Arts in Psychology from Rutgers University.
