There’s a big disconnect between what employers think they’re portraying to workers and what the workers actually experience. And that disconnect is what makes employees feel powerless at work and negative about their work arrangements, with many planning to change jobs in the near future.
A PwC survey of workers and executives has found that there is a clear lack of connection between what executives think their employees are experiencing and what workers see as the reality. And the future of work, they say, will be one of independence for the average worker.
The six pain points below demonstrate the how and why workers feel disconnected and powerless in the workplace:
They view the relationship differently.
More than half of employers (62%) view their relationship with employees as “a committed partnership.” But employees are more likely to view the relationship as a “marriage of convenience” or “casual acquaintanceship.” The thing is, employers should want their workers to be excited about their jobs, and not just view it as punching a clock in order to get a paycheck.
Be objective and evaluate the relationship you have with your team. Are your workers enthusiastic and bringing new ideas to the table, or are they snoozing through meetings? If it’s the latter, then it might be time to take some steps to re-energize the relationship.
They feel unappreciated.
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Imagine having something really important to say, but no one hears you. That seems to be the sentiment for 36% of workers from the PwC survey, who agree with the statement: “At work my opinions seem to count.” And only 36% say, “I feel appreciated at work.” Employees need to feel that their thoughts, ideas, and opinions matter to management.
By listening to your workers, you’re validating them as both professionals and as people. If they feel that there is an open-door policy with their boss, they’ll be more engaged with their jobs and the company as a whole. So offer praise for jobs well done, and show how a person’s daily work really contributes to the company, and beyond.
They don’t have work flexibility.
The vast majority of respondents (86%, to be exact) somewhat agree that they have a strong desire to work independently. So why do some workers feel so stifled? Because they might be in jobs that don’t have flexible work policies, or ones that offer flex only to a select few. A major source of disconnect can occur when employees feel forced to fit all of their personal needs outside of the traditional 9-to-5.
Managers can greatly improve employee retention (and make their workers happier) by offering company-wide flexibility in scheduling and allowing workers better control over their work environment.
There are no opportunities to learn.
Employees don’t just want a job; they want to work for companies they can grow with. But only 33% say that they’ve had opportunities to learn and grow on the job in the past year. The sense of curiosity that is so important to human happiness is squashed when companies fail to offer educational and professional development opportunities to employees.
So make it a point to offer on-the-job training and advancement opportunities to your workers. You can offer a college tuition stipend or reimbursement plan, or even reward workers who take classes that will improve their skills.
There’s a lack of resources.
Half of executives believe that their employees have the resources necessary to do their jobs. Sadly, just 39% of workers agree. Nothing makes a person feel more powerless than when they feel like they don’t have the tools, knowledge, or connections within the company to do even the most basic parts of their jobs.
So review what it takes for your workers to get their jobs done well. If you have a remote team, you might consider purchasing computers so that they can perform well. And beyond equipment, make sure that your workers can communicate by offering a variety of communication tools to keep them connected—to the company and to each other.
They’re disconnected from the mission.
While nearly half of executives agree that: “The mission of my company makes employees feel their job is important,” only 37% of workers agree. Mission alone isn’t enough to make employees feel connected to a company’s goals or daily operations. It’s too broad and vague a concept to really feel attached to on a daily basis.
Instead, companies need to point out specific instances (and often), when an employee’s work directly impacted the organization’s mission. That can help workers reconnect to their colleagues, to their jobs, and to the company too.
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