September 12, 2024
A new study focuses on how pivotal moments in the workplace can have a significant impact on the employee experience.
HR Acuity, an employee relations case management and investigations software provider, found four specific experiences that can hurt or help an employer when it comes to employee workplace perception.
The study, “2024 Rethinking Employee Experience: Four Critical Overlooked Moments,” surveyed 2,206 U.S. employees from a cross-section of industries, organizational sizes and demographics.
The first relates to leaves of absences, which are on the rise.
Since 2023, 40 percent of survey respondents took a leave of absence to address medical concerns, family care or mental health issues.
Of the employees who went on leave, only 36 percent of employees were likely to refer their employer as a great place to work. When the leave was handled well, the referral rate increased to 48 percent. This suggests that compassionate processes from intake through aftercare are crucial to maintaining employee trust and protecting brand reputation, the study found.
Harassment and misconduct continue to be an issue in the workplace.
Forty-one percent of employees experienced or witnessed inappropriate, unethical or illegal behaviors since the start of 2023.
The survey founds 50 percent of employees experienced or witnessed misconduct or harassment when working remotely, up 32 percentage points from HR Acuity’s 2023 Workplace Misconduct Study.
At the same time, reporting rates for inappropriate, unethical or illegal behavior remain high, the study found.
Seventy-five percent of respondents who witnessed an incident went on to report it.
For those who experienced misconduct or harassment, the reporting rate jumped to 85 percent.
One in four employees did not report bad behavior, according to the study, citing a lack of trust that their company would handle it appropriately (52 percent), feeling that the matter wouldn’t be taken seriously (44 percent), or a fear of retaliation or reputation damage (43 percent).
Employees exposed to harassment or misconduct were more likely to recommend their employer when their reported issue was investigated and resolved (51 versus 36 percent).
Layoffs, reductions in force and restructurings were found to have a larger impact on the entire workforce—not just those impacted, the study noted.
Potential gaps in communication and support for remaining employees through times of transition should be identified and addressed.
Of those who lost jobs, were reassigned or experienced reduced hours (69 percent) felt the situation was well-handled.
More than half of unaffected employees (56 percent) were less likely to agree the situation was handled well, indicating that support for the remaining staff during times of transition is worth the investment.
Only 23 percent of respondents gained trust in their employer based on their experience, the study found, suggesting opportunities to improve workplace communication and transition processes.
“Today’s workforce expects trust, transparency, accountability and flexibility from their employers. Yet, our survey found that organizations are missing the mark on providing effective support and follow-through care during critical employee moments. This has huge implications on loyalty, referral rate, brand reputation and retention,” said Deb Muller, CEO of HR Acuity.
Comments