Is the experience at your workplace falling short of employee expectations? Do your employees feel they are treated as trusted partners, or are you sending a different message?
For a report titled The Future of Work, Kronos and Coleman Parkes Research surveyed thousands of employees around the world to find out how everyday processes such as scheduling, performance management and time-off requests are handled—and how their experience at work is impacted by these types of processes.
Sadly, employers may not realize that their policies and procedures are falling short of expectations—and negatively impacting employee experience.
What are some areas in which employers fall short? The report cites many examples:
- Employees often find themselves in a situation with not enough staff on their teams for the workload. Problems with lack of skills or senior staff were also a common occurrence.
- Within the last 12 months, 33 percent of employees in the U.S. (47 percent overall) have had either a vacation, personal, bereavement or sick day request rejected by their employer.
- More than 40 percent of employees are NOT encouraged to stay home if they are feeling ill, a third are expected to find their own replacement, and a fifth state that they must go into work so their manager can see how sick they are before it is considered if they can have a day off.
- One-third claimed that they don’t think their manager cares if they are worked to the point of burnout, and another third said they are currently approaching burning out if their workload doesn’t change.
Why is this important for employers to grasp? “Everyone should care about the employee experience,” says Joyce Maroney, founder and executive director of the Workforce Institute at Kronos, “because, when we lose people, we are burning out colleagues and managers and hurting our bottom line due to disengagement.”
Please join SHRM at 12:00 p.m. ET for the webcast When Employee Experience Falls Short of Expectations with Joyce Maroney and Ian Parkes, co-founder of specialist research company Coleman Parkes Research.
After the webcast, join @shrmnextchat at 3 p.m. ET for #Nextchat with special guest Joyce Maroney (@WF_Institute ). We’ll chat about what it will take for employers to fix the perception gap that’s affecting engagement across the globe.
Q1. Why is there still such a disconnect between employers and employees when it comes to processes such as scheduling and time-off requests? Shouldn’t technology be taking care of all this by now?
Q2. How does your organization manage schedules, and how much control do employees and managers have over their schedules? Is this different for different categories of workers (hourly onsite plant worker, an exempt teleworker) or types of scheduling requests (PTO requests, shift swapping)?
Q3. How are you ensuring that your employees are receiving and taking vacation, sick time and other paid time off they need—when they need it—to be productive and healthy and avoid burnout?
Q4. Often managers are slow to recognize burnout in employees or don’t understand the symptoms. How can managers spot it? What are the signs?
Q5. What is your organization doing to identify and fix the issues and problems that can cause employee burnout?
Q6. The complexity of working life continues to grow and negatively impact the employee experience—and, ultimately, retention. What’s one thing your organization is doing to make your employees’ working lives better and to retain employees?
Q7. What technologies are getting outdated in your workplace, and what new technologies are you investigating or investing in to improve productivity and the employee experience?
Q8. What advice can you share with other HR professionals about how their role needs to change in the new world of work to ensure that all HR policies and procedures make employees feel like trusted partners in the organization?