The Growing Rift Between Employers and Employees

Different Pages

With the pandemic officially over, have America’s offices been buzzing with excited workers, or are employees simply showing up and begrudgingly punching the clock? The answer depends entirely on who you ask.

In a recent study by Deloitte, only 33% of employees said their well-being at work has improved in the past year. However, when C-suite executives were asked the same question, 77% stated their employees were doing better now.

The fact that bosses and employees are on separate pages might not exactly be breaking news. But given the shifting state of the American workplace, this disconnect appears to be more pronounced and notable than normal.

Do You Really Care?

According to a Gallup poll, about 25% of US employees feel their company cares about them — a percentage that’s been trending down since the start of the pandemic.

This could pose a problem for employers and the nation‌. Employees who feel their employer cares about them tend to be about three times more productive than those who don’t, as well as 36% more likely to “thrive” in their overall lives and 71% less likely to experience burnout.

Notably, at the onset of the pandemic, the percentage of employees who felt their employers really cared surged. But this trend has largely reversed in the years since.

Winning Back Employees

In an attempt to identify a solution for this issue, Gallup examined some of the best-run organizations in the world, surveying companies with employee engagement scores 13 times higher than the national average.

Three consistent pillars of these companies were trust in leadership, flexible work environments, and care for employee well-being. Additionally, in the realm of remote work, these companies embrace creative channels to communicate with employees. This means using outlets like podcasts, a company app, or YouTube (GOOGL) videos instead of the typical weekly Zoom (ZM) call.

The disconnect between employers and employees might be growing collectively. By addressing and correcting these issues on an individual level or company-by-company basis, the gap may begin to close.

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