Employees misaligned

Employees & Employers are misaligned. How can you fix it?

The last couple of years has been difficult, to say the least. Everybody has had their fair share of troubles and surprisingly we all have evolved and adapted to newer technologies and work ethics and redefined the meaning of working from home. The challenges have been plenty, but it has not been the same for everyone. Was it? The 2021 Gartner Hybrid Work Employee Survey of 4000 employees gave some interesting insights that we would like to share with you.

The pandemic has impacted both employers and employees but the extent of impact has been entirely different. We were together facing the same storm, but definitely not in the same boat! And it has not been easy for either of them. While the employees have found it difficult to adapt to work from home, have faced financial challenges, fear of losing their jobs, etc the employers have had their major share of losses due to closed offices, less output from work from home, difficulty in collaboration, etc. So let’s say it’s been a hard time.

More than the leaders, the dissatisfaction however is more dominant in the employees as a majority of them feel that they are not getting enough resources and facilities compared to top executives and leaders.

Executives have a culture of flexibility but employees don’t:

The data suggests that while 75% of the executives feel that they are able to operate with flexibility and think the same is true for the employees. However, only 57% of employees suggest that their structure supports flexibility. 

Executives get better remote working facilities:

Only 66% of the employees think they have the technology they need to work efficiently compared to more than 80% of executives who feel they do not have the required technology available. This could further lead to distress amongst the employees who are already facing more than their share of challenges. We must start listening to our employees and gauge their sentiments so as to provide the best tools to them for better productivity. Berry, an AI friend can help you with that by talking to your employees and gaining actionable insights for you to implement policies.

Lack of trust in the leadership:

Only 41% of employees agree that senior leadership acts in their best interest — compared to 69% of executives. This distrust extends to rewards and recognition — just 47% of employees believe that employees who help the organization achieve its strategic objectives are fairly rewarded and recognized, compared to 73% of executives. Lack of trust anywhere can destroy the system and hence reduce employee happiness, productivity, and engagement. 

Employee voice is missing:

Only 47% of employees believe leadership takes their perspective into consideration. Willingness to work better comes when employees see that their voice matters, it is heard and being acted upon. As an organization, to reduce this gap between the employers and the employees, it is the right time to start listening actively. 

Diversity and equity are getting increasingly important especially when remote working is on the rise and more and more people are working from anywhere around the globe and making a difference. Decision-makers and leaders must appreciate this diversity and then create a workplace that accepts and encourages it. Berry empowers an organization to create an environment where everyone, regardless of their age, gender, race, sex or ethnicity can have an honest conversation and share their viewpoints openly and freely. The insights generated by the employees are then turned into actions that the organization can take to make improvements.

Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.