Buzz terms like “quiet quitting” and “bare minimum Mondays” have become pervasive, sounding an alarm that resonates with the discontent echoing in workplaces. Dan Michelson, the founder and CEO of InCommon—a company dedicated to unraveling the complexities of workplace dynamics—sheds light on the profound unhappiness that workers are experiencing and proposes a comprehensive approach to address this growing concern.
Identifying the Tension
InCommon’s research, which delved into the perspectives of 1,132 full-time employees across diverse sectors, uncovered a disheartening reality. Shockingly, only one in ten workers expressed genuine excitement about starting their workday. This lack of passion signals a misalignment between current workplace strategies and the aspirations of the workforce.
There has been a massive shift in workplace dynamics since the 2020 pandemic, with remote work becoming more prominent. Companies’ attempts to revert back to now outdated workplace norms has resulted in a tension between leaders and their employees. The solution, according to Michelson, lies in addressing four crucial workplace factors: community, relationships, opportunities, and experiences.
Community and Relationships
A key ingredient to employee happiness is a thriving sense of community. InCommon’s research revealed that only one in five employees feels a strong sense of community at their company. However, the natural need for human connection faces some challenges with remote and hybrid work models.
Internal relationships also play a pivotal role in shaping workplace culture. Shockingly, only one in five employees strongly agrees that they have trusting relationships within their company. Recognizing the impact of workplace relationships, Michelson advocates for strategic initiatives such as buddy systems, employee resource groups, and mentor programs to fortify internal bonds.
Opportunities and Experiences
The survey highlighted a disconcerting statistic: only one in five employees strongly believes they have a future within their company. Lack of clarity regarding promotions and career progression is the primary force behind quitting, with three out of four employees expressing a willingness to leave their positions due to a lack of opportunity for promotion.
Leaders and managers are urged to redefine the concept of a career ladder, providing employees with a fluid career roadmap within the organization. Additionally, less than one in five employees feels they are gaining the necessary experiences to nurture their skills and careers. The imperative for continuous learning and growth experiences is underscored as a critical factor in fostering employee engagement.
What Can Be Done?
Michelson advocates for a paradigm shift in addressing workplace unhappiness. The focus should move away from confrontational short-term tactics towards a collaborative, long-term strategy. The key lies in fostering community, creating opportunities, nurturing relationships, and ensuring growth experiences for every team member. Embracing these principles can bring a huge shift in workplace culture, allowing companies to invest in their employees and promote loyalty, camaraderie, and community.
