Generation Excluded: Younger employees feel under-valued, ill-equipped, and disconnected in the workplace.
Workers from Generation Z (born from early 1990s up to 2010) are willing to leave companies that fail to invest in Employee Experience for jobs with lower pay, new research from LiveTiles reveals.
According to the Global Employee Experience Pulse Check 2021 reveals that the key demographic of younger employees is feeling disenchanted and disengaged. Only 18% of 24- to 35-year-olds fully agree they feel valued at work, and 80% are not satisfied with their connection to their workplace’s organizational culture.
Gen Z’ers consistently score lowest in some critical Employee Experience (EX) components including:
- 82% are not satisfied with how they are valued at work (25-34yrs)
- 76% feel they do not have the right tools to do the job (25-34yrs)
- 48% (18-24) / 44% (24-34) would move job for a better EX (even if it meant lower pay)
- 47% say they cannot fully disconnect from work afterhours (compared to 58% of older employees of 45-54 years old.)
- 46% feeling stressed, exhausted, and fed-up (25-34yrs)
“Urgent action is needed to stop an entire generation feeling excluded from work and to pay more attention to their need for a more flexible, purpose-driven and human-centered workplace,” said Karl Redenbach, CEO of LiveTiles
We are collectively failing the frontline.
The unique needs of deskless workers are also being consistently overlooked. The report discloses that frontline workers in sectors such as hospitality, retail and healthcare are consistently the most dissatisfied across multiple aspects of employee experience including stress, pay, flexibility and the digital workplace. Those in physical work and customer-facing roles such as healthcare and hospitality are the least satisfied (74%) with the tech tools they are provided with to do their jobs.
The confluence of all these trends is especially evident in the hospitality sector with elevated levels of stress and exhaustion and with 85% feeling they are underpaid, while 77% think more could be done to improve work-life balance.
Employee Experience is in a fragile and uncertain state.
Redenbach continued: “The message is loud and clear – we need to transform the experience of work. We need a change in mindset and better approaches to support and actively listen to our employees, especially those on the frontlines. In a hybrid and virtual world, we need to work harder to build trust and connection with our colleagues.”
Pete Nguyen Brown, LiveTiles Chief Experience Officer (CXO) adds: “Employee experience has been badly bruised by the pandemic, resulting in record numbers of employees voluntarily leaving their posts. Our survey shows 37% of employees are now actively looking for a new job with 72% dissatisfied with their current levels of flexibility. There are clear lessons to be drawn from this global consultation not least that employees need to be seen, heard and understood.”
This feeds into the feedback that 47% of employees globally are feeling stressed, disconnected, and dissatisfied at work while a further 43% have issues with felling ignored and invisible.
What employees want employers to do to improve employee experience.
When asked what can be done to improve the situation employees were clear:
- 82% want their employers to consider flexible work arrangements.
- 65% want fit-for-purpose digital workplace tech to enhance the employee experience.
- 42% ask that employers improve overall communications.
- 38% want more wellbeing initiatives.
- 33% advise employers to work harder to retain talented staff by creating a better working environment.
Nguyen-Brown continued: “Great Employee Experience is when employees feel deeply connected to a company’s purpose and values and when employees are enabled to perform at their best and are happy and healthy at work and in life. Employee experience is now business critical, and it is incredibly important to devise a set of metrics to measure this. Sustainable long-term success is intrinsically linked to organisations that focus on culture, trust, connectivity and engagement – all of which are the foundations of great employee experience.”
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