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Work/Life Balance?
Our survey work with organizations of many different sizes and in many different industries often point to a troubling combination of overwork, stress and the inability to achieve a reasonable balance between their working lives and their personal lives.
Based on our most recent normative study among employees in the U.S.:
- One-in-four employees reports that they continually have more work than they can finish,
- One-in-three agree strongly that their work is stressful, and
- Just one-in-four are able to find a satisfactory balance between personal/family obligations and career responsibilities.
Based on these survey results, it seems clear that at least one quarter of employees in the U.S. is experiencing a high level of dysfunction due to stress and overwork, which is undoubtedly having a negative impact on their productivity and the likelihood that they will stay with their employers.
There's no doubt that several factors are contributing to the current levels of employee stress:
- Organizations are squeezing as much productivity as they can from all employees,
- Although staff levels have been downsized dramatically, there has not been a proportionate downsizing the amount of work to be done,
- The continuing economic crisis has led to continuing worries about job security, and
- Many employees have to cope with being in two-career couples or are working as single parents and may also have the added responsibilities of caring for their aging parents.
These pressure points are likely having one of two impacts: (1) they are increasing turnover for those employees who can find alternative work OR (2) they are creating a larger group of "quit and stay" employees, who are the employees we characterize as "Dissatisfied Compromisers."
Possible solutions to the problems caused by employee stress and burnout include:
- Identifying "legacy tasks" that continue to be completed but are no longer necessary,
- Building a culture that encourages spontaneous acts of caring,
- Encouraging "connectedness" between employees so that they are more willing to ask for help when they need it, and
- Fostering a sense of fun at work (sad to say, just 45% of U.S. employees agree that "Senior management encourages employees to have fun at work.")
Robert Gray
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Where do you fall within our Employee Survey Loyalty Matrix?
Committed Loyalist
Change Seeker
Dissatisfied Compromiser
Satisfied Opportunist
Take our short demo survey and find out now. An Insightlink 4Cs Survey can let you see this valuable data on employee engagement within your organization.
Some of our satisfied clients
Get a no-obligation quote today and find out how improving employee satisfaction can also improve your bottom line.
Did you know?
Our repeat clients who have used our 4Cs Action Planning Workbook average a 7% increase in overall satisfaction on follow-up employee surveys.  Employee surveys are a low cost investment in the success and profitability of your company. Research shows that companies with higher levels of employee satisfaction financially outperform their peers.
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