Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
The Human Workplace Index just published its one-year report. There's good news for executives in the findings, and also a big message of caution to those who want to return to the "normal" routine of 2019.
Can you feel the change fatigue? It's been another year of turbulence. The Great Resignation…supply chain problems…inflation…new virus variants…surprise shortages of everything from Sriracha sauce to garage doors. Employers are squeezed between rising costs and rising wages (and wages aren't keeping up with inflation). The uncertain economy might explain why employees are less ready to jump ship: 37% said they might quit in the next year, down from 61% last summer.
Employees haven't forgotten what they learned about both work and themselves since 2020. They coped with unprecedented disruptions. They pivoted to remote work, and then hybrid work. They changed and coped and still remained productive. Executives, HR leaders, and managers also innovated, re-thinking the workplace to be more agile and interdependent – and more responsive to human needs.
The changes keep coming at us fast and furiously. Unexpected changes call for continuous innovation. For example: Rising energy prices make commuting more expensive, but many people miss the social cohesion of the pre-pandemic workplace. No wonder people are tired!
I'm taking away three critical lessons from the report that guide companies toward greater resilience:
Fairness Is a Big Issue
Many companies committed greater resources to diversity, equity, and inclusion (DE&I) in the past two years. The data show DE&I is a deal breaker (or deal maker) for almost half of employees, and most of those employees have reported seeing noticeable progress in the last year. The notable exception is the one-quarter of employees who say women are still not treated equally in the workplace. Respondents (male and female) thin k women are acknowledged, compensated, and promoted less than men. When you look at female respondents those results are troubling: In the last six months, the percentage of women who said women were acknowledged, paid, and promoted less often than men surged. Only about 10% of women felt they were acknowledged or promoted more.
People Want to Work—for the Right Employer
Resilience Is the Remedy for Change
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in as a SHRM member.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred