GreytHR survey finds work-life balance and recognition as top factors for employee satisfaction
greytHR has conducted a survey among HR admins, business owners, and employees to explore the essence of happiness at work.
The study involved 654 participants—522 HR admins and business owners along with 132 employees, selected from the LinkedIn platform.
This survey aimed to uncover the factors that influence employee happiness and thereby, shed light on the practices that contribute to creating a positive and productive workplace atmosphere.
Key findings from the survey illuminate a significant paradigm: happiness at work transcends the bounds of monetary compensation. Twenty-two percent of respondents identified “good work-life balance” as the paramount factor contributing to their happiness at work.
This was closely followed by “opportunities to learn and grow” and “fair pay and benefits,” highlighting the multifaceted nature of employee satisfaction. “Supportive manager/TL” and “rewards and recognition” were also crucial, albeit to a lesser extent.
However, the pursuit of workplace happiness is not devoid of challenges. Twenty-seven percent of respondents cited “lack of recognition” as a significant barrier to happiness at work, underscoring the importance of acknowledging employees' contributions.
Other obstacles included “high workload and stress” and “limited career growth,” with “management communication barriers” and “limited support/initiatives from HR team” also being noted.
The survey further delved into the means of enhancing happiness and satisfaction at work. The most effective method, according to thirty-five percent of responses, was “recognition for employee achievements.”
This was followed by “support for personal learning and projects” and “empowering HR to prioritize strategic initiatives over routine tasks,” suggesting a holistic approach to fostering employee well-being.
In terms of assessing happiness at work, “regular employee feedback surveys” emerged as the preferred method, with thirty-four percent of respondents advocating for it.
“One-to-one calls/sessions” were also highlighted as important, indicating the value of personal interaction in gauging employee well-being. Interestingly, a smaller percentage of respondents considered “analyzing external websites” a method for assessing happiness, suggesting a focus on internal feedback mechanisms.
When it comes to the frequency of initiatives to measure and enhance happiness, thirty-five percent of respondents favored a “quarterly” approach. This suggests organizations are seeking a balanced strategy that allows for regular assessment without overwhelming operational processes.
“Monthly” assessments were also popular, reflecting the ongoing commitment of businesses to monitor and improve employee satisfaction.
From the employee perspective, “flexible hours or remote work" was the top suggestion for improving happiness at work, with fifty-eight percent of employee respondents highlighting its importance.
This contrasts with HR and business owners' focus on rewards and recognition, illustrating a gap between employee desires and employer strategies. Growth opportunities were also valued by employees, though wellness programs ranked lower on their list of priorities.
These findings serve as a call to action for organizations to adopt more empathetic and adaptable approaches to employee well-being, ensuring that happiness remains at the heart of workplace success.
The methodology of the survey was meticulously designed, ensuring anonymity to maintain the integrity of the data. Respondents were given six questions with multiple answer options, allowing them to select more than one, thus capturing the complexity of factors affecting workplace happiness.
