It's the beginning of the year, so we decided to make a retrospective of 2022. To understand how employees felt about this rollercoaster year, we started looking at statistics. And we want to start by telling all the team leaders out there, that the numbers don't look great.
A recent study by Gallup found that a staggering 60% of people feel emotionally detached from their work. Furthermore, an additional 19% reported being outright miserable on the job. We already know we cannot treat personal and professional happiness as two distinctive aspects. Therefore the next part presented in the Gallup report didn't come as a surprise. At this level of dissatisfaction, there are severe consequences for both the individual and their loved ones.
In fact, disengaged workers in Germany were 51% more likely to report poor behavior toward their families due to job stress.
But what do you think caused all of this discontent? Well, the biggest culprit was a perception of unfair treatment at work. This was followed by an unmanageable workload, unclear tasks, a lack of support from managers, and unreasonable time pressure.
Thus, it's more than clear that in 2023 things need to change. Something needs to be done to address these issues and improve the overall well-being of workers. But where do organizations start?
Well, here is our simple three-step approach that all team leaders can work with in order not to repeat the same mistakes all over again:
One solution could be to focus on improving communication and offering support to their teams. After all, it's no surprise that a lack of clear dialogue and support can lead to a feeling of unfair treatment and increased stress.
Another potential solution is to address workload issues. In today's fast-paced world, it's easy for employees to feel overwhelmed by the never-ending demands placed on them. Implementing strategies such as better time management techniques or redistributing work among team members, leaders could help ease this burden. But to do so, they need to understand each employee's core problem and act accordingly.
It's also important to recognize that burnout and job dissatisfaction are not solely an individual's responsibility. Employers have a significant role in creating a healthy and supportive work environment. This could include providing resources for stress management and promoting work-life balance.
Ultimately, the solution to the problem of widespread job dissatisfaction is a complex one. Thus, it will require efforts from both employees and employers. This is why our advice today is for everyone to read and apply.
2022 was a hard and bumpy year, and only time will show us what 2023 will look like. However, one thing is for sure. Repeating the mistakes from last year will make things worse for all parties involved. And only by working together we can create a better future for employees and employers alike. Only by doing so we can help each other feel more fulfilled and satisfied in our careers. And the first step in doing just that is establishing a transparent and honest communication path.
Workshops have become a pivotal part of organizational growth and learning.
Unlock the secrets to reviving an unhappy team: Dive into strategies that transform workplace vibes and boost productivity.
Embrace innovative mentorship and bridge the gap between traditional approaches and the dynamic needs of your team members
In any organization, success fundamentally relies on the efficacy and productivity of its teams.
Recently, I came across a quote that really resonated with me: "Coaching is no longer a specialty. You cannot be a good manager without being a good coach."
A while back, I had the opportunity to read Barbara Kellerman's book "The End of Leadership." And that got me thinking.
There's this old saying, "there's a first time for everything." And we totally agree with that statement.
At Hapkey, we want to create a solution that gives teams more abilities to drive continuous team improvement, to be used by the leader and their team, not by the HR department.
Blue Monday, the third Monday in January, is often considered the most depressing day of the year.
When it comes to human interactions, staying unbiased is no easy task. And that’s natural.
What makes a good leader? What springs to mind when you hear that question?
It's no wonder our minds are simply too weary, too tired to focus. The result? We end up being labeled as quiet quitters
Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Studies show that, on average, within each working hour, employees check their emails 30 times. Yes, that means every two minutes.
Too many leaders take the easy road. They copy-paste management approaches from other companies in their context.
Studies show that, in fact, many companies don't manage to achieve a response rate of more than 50%.
The person you’re coaching finds their own path to excellence. It’s simple to explain but difficult to master.
How many employee survey tools do you think are out there? Can you even grasp such a number? Don't worry if you can't.
At Hapkey, we’ve used the following workshop to surface unhappiness factors and to — empower — the team to fix problems themselves, rather than you, the manager, being the “fixer”.
Inflexible return to office policies is hammering employee experience scores.
Simply put, the customers' satisfaction rate is directly connected with the employees' journey.
Specialists say that humanity already lived, back in 2020, through a recession triggered by COVID-19. However, it is considered to be the shortest downfall in history.
The modern leader is the one that shows the problem to solve and not the one who explains how to solve the problem.
It’s no secret that the COVID-19 pandemic has shifted the world, making companies review their ways of conducting business.
Each day, more and more companies realize the importance of happiness at work, understanding its vital role in retaining the labor force
By the end of 2021, more than 4 million employees had quit their jobs in pursuit for better opportunities. And that left a big vacuum in organizations.
A recent statistic shows that almost half of the surveyed workforce claims that their lives have been altered in the last two years
Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Discussing an issue makes people feel more confident about finding a solution.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
More than often, leaders are being perceived only for their management skills.
As a general rule, people don't usually like showing off their vulnerabilities
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.