In a world where employers no longer hold all the cards, the Fourth Annual Report provides a roadmap for organizations as they emerge from crisis and seek to refine or rebuild their cultures
SALT LAKE CITY, September 21, 2021 / PRNewswire / – OC Tanner, the global leader in employee recognition and corporate culture, today announced the release of its Global Culture Report 2022. In its fourth year, the report provides an in-depth look at current culture issues on workplace and employee experience based on data collected from more than 38,000 employees, executives, human resources practitioners and executives in 21 countries around the world. The report was announced at OC Tanner’s annual cultural conference, Influence greatness, which took place practically for the second year in a row.
“Demonstrating a causal relationship between employee recognition and the strength of bonding between employees, this year’s landmark study supports more than a decade of research to show that recognition is an essential tool for organizations, especially at an era marked by disconnection and social fragmentation, ”said Dr. Alexandre lovell, director of research and data science at the OC Tanner Institute. “In addition, our research clearly shows that the recent phenomenon of ‘big resignation’ is just the beginning. Repairing damaged aspects of workplace cultures is imperative, but it won’t be easy. It will take time to thoroughly rethink long-held beliefs about the employee. experience and approaches to creating a corporate culture, and we hope this report will serve as a guide for business leaders who wish to do so. “
As businesses approach a post-pandemic era, the report highlights some of their biggest challenges: creating meaningful experiences for employees and connecting people across the organization. Generic top-down programs for collaboration, recognition and growth will no longer be effective. Because the pandemic has affected employees in vastly different ways, personalizing the employee experience will be crucial in building inclusive cultures. Leaders will need to inspire great work in their people, no matter where it is done. As they seek to reinvent the workplace, organizations today have the opportunity to refresh their culture, move beyond the best of their old normality, evolve the experience of their employees, and focus on what matters. will truly drive business results.
“The old concept of ‘normality’ in the workplace has left the building in March 2020, and it’s not coming back, “said Gary Beckstrand, vice-president of the OC Tanner Institute. “A new landscape of work and business has emerged from the pandemic, and it is more important than ever to help employees feel connected to purpose, accomplishment and to others, wherever and whenever they are. working. With so much uncertainty continuing, the 2022 Global Culture Report highlights the specific things organizations should prioritize as they seek to navigate the next phase of work. “
Examples of key findings:
- The average employee engagement score is down 18% from last year’s report.
- Critical elements of successful hybrid experiences for employees:
- Career Development Program: 68%
- Flexibility to choose the number of days worked remotely: 65%
- Clear expectations of telework availability: 65%
- Opportunities to socialize in person with colleagues: 58%
- When employees have flexibility in when and where to work, the likelihood of cultural outcomes increases:
- Engagement: 41%
- Retention: 77%
- Probability of being a promoter on the eNPS scale: 41%
- 61% of employees say the workplace is where they make most of their new friendships and that their social group at work inspires them to do their best.
- 45% of employees say the number of people they interact with on a regular basis at work has decreased significantly over the past year, and 57% say they engage in fewer social activities.
- In addition, 1 in 3 employees feel disconnected from their leader, which reinforces the feeling of isolation and loneliness.
- When employees feel less connected to their workplace, culture and purpose, the likelihood of a great job decreases by 90%, the likelihood of burnout increases by 11 times, and the odds of employees leaving. within three years increase by 6 times.
- Five distinct employee personalities emerged and were defined, each with their own general purpose, work style and self-esteem: Socializer, Tasker, Builder, Coaster and Achiever.
- Each of these characters has a different likelihood of being hired and a different likelihood of doing a great job. Builders and socializers have the highest likelihood of doing a great job, while coasters have the least. Successful people have a relatively high likelihood of engagement, but not a great job.
- Different types of recognition affect feelings of connection differently for each group. For the often introverted Tasker, public praise has a negative effect, but eCards and cash eCards increase connection. For builders, any form of recognition creates a connection. Audience appreciation has the most significant impact on the most outgoing students.
- The formula for creating cutting-edge employee experiences begins with meeting three basic needs: empowerment, connection and control.
- When leaders understand employee recognition preferences and personalize moments of recognition, the odds of greater empowerment satisfaction improve by 126% and the odds of greater connection satisfaction increase by 145%.
- Leaders who advocate employee development increase the likelihood of meeting autonomy needs by 115%, connection needs by 124%, and mastery needs by 131%.
- Organizations are 7.5 times more likely to improve the employee experience when addressing the needs of employee empowerment, connection, and control.
This comprehensive report, which provides actionable data for business leaders seeking change, can be accessed on the OC Tanner website here: https://www.octanner.com/global-culture-report.html.
About OC Tanner
OC Tanner is the global leader in software and services that enhance corporate culture through meaningful employee experiences. Its Culture Cloud employee recognition platform helps people feel valued, do their best, and want to stay. OC Tanner generates positive business results by helping millions of people thrive at work. For more information visit octanner.com.
The OC Tanner Institute uses several research methods to inform the World Culture Report, including interviews, focus groups, cross-sectional surveys, and a longitudinal survey.
Qualitative findings come from 16 focus groups and 85 interviews with employees and leaders of large organizations. Each group represented various types of employers, including private and public entities.
The quantitative results come from online survey interviews conducted with employees of Argentina, Australia, Brazil, Canada, China, France, Germany, Hong Kong, India, Japan, Mexico, the Netherlands, Philippines, Russia, Saudi Arabia, Singapore, South Africa, South Korea, the United Arab Emirates, the UK, and United States. The total sample size is 38,177 workers in companies with more than 500 employees.
SOURCE OC Tanner