The first HP Work Relationship Index study reveals the world’s relationship with work is at a breaking point – and its effects are pervasive
In this first-of-its-kind study, HP engaged with more than 15,600 business leaders, IT decision-makers and knowledge workers across various industries in 12 countries, to gain insights into the factors that drive meaningful, productive and purposeful work experiences.
The study found that just one-quarter of knowledge workers currently have a healthy relationship with work. Knowledge workers report more disengagement at work (47 per cent) and greater feelings of disconnection (49 per cent). And, even when employees feel neutral about their relationship with work, more than 71 per cent consider leaving the company. When they’re not happy at all, that number rises to 91 per cent.
Knowledge workers say when their relationship with work is not how they want it to be, they struggle with their mental, emotional and physical well- being – eating poorly, exercising less, tossing and turning at night, gaining weight, struggling with their mental health, feeling like failures, feeling isolated and more.
65 per cent of employees report trouble with maintaining healthy eating, working out and getting sufficient sleep. More than half of these employees struggle with their self-worth and mental health, reporting low self-esteem and feeling like they are a failure. These issues naturally affect other aspects of their lives, with 45 per cent noting that their personal relationships with friends and family suffer, and 57 per cent say they are too drained to pursue their personal passions.
Six core drivers
Employees’ expectations of work have changed significantly, particularly over the past two years, according to nearly 47 per cent of respondents. Fifty per cent of those surveyed noted their expectations of how they are treated at work and in the workplace also have increased.
The research examined more than 50 factors contributing to a healthy relationship with work, identifying six core drivers that represent critical focus areas – and key imperatives – for business leaders, and comprise the Index that will be tracked over time.
+ Fulfilment. Employees yearn for purpose, empowerment, and genuine connection to their work, but just 24 per cent of knowledge workers currently experience these aspects consistently. To adapt to evolving workforce expectations, businesses must prioritise employee fulfilment through increased voice and agency.
+ Leadership. New ways of working demand new leadership styles, according to 66 per cent of business leaders; yet only one in five workers feel leaders
have evolved their leadership styles accordingly. Cultivating emotional intelligence and transparent, empathetic leadership is crucial for today’s workplace. n People-centricity. Only 25 per cent of knowledge workers consistently receive the respect and value they
feel they deserve, and even fewer are experiencing the flexibility, autonomy and work-life balance they seek. To address this, leaders must put visible emphasis on putting people first and placing their teams at the centre of decision-making.
+Skills. While 77 per cent of knowledge workers value strong power and technical skills, only 32 per cent feel consistently confident in their proficiency in either. ‘Best-practice’ businesses have an opportunity to gain a vital skills development and employee engagement edge by investing in holistic training and support.
+ Tools. Today’s workers want a say in the technology and tools their employer provides – and want that technology to be inclusive. However, confidence that companies will implement the right tools to support hybrid work is low, at just one in five. No longer just a utility, the technology portfolio is emerging as an important driver of employee engagement, as well as connection and enablement.
+ Workspace. Knowledge workers want a seamless experience as they move between work locations – and a choice in where they work each day. Effective hybrid workspaces, easy transitions, flexibility and autonomy will be pivotal in demonstrating trust in employees and fostering a positive work experience.
Attracting and retaining workers
The Work Relationship Index shows that this is a pivotal time to redefine the world’s relationships with work. Greater trust and emotional connection in the workplace were strong and recurring themes across the six core drivers.
Almost three in four business leaders acknowledge that emotionally intelligent leadership is the only way a leader can be successful going forward. Significantly, the study found that emotional intelligence – and increased trust and agency – hold considerable weight with employees. 74 per cent say they’re willing to earn less money to find an employer that values these factors.
Knowledge workers would take a six per cent pay cut to work somewhere with empathetic, emotionally intelligent leadership, and above average employee engagement and fulfilment and the same group would give up eight per cent of their salary to work somewhere that lets them work where or when they want.
