Today's Workplace: The Staples Business Advantage Workplace Index
August 19, 2016
TopicsFuture of Work Community, Jacob Morgan, Staples Business Advantage, Workplace Index
The Lead Change Group has been following the Staples Business Advantage Workplace Index, in order to get a glance at trends in workplace issues.
The second annual Workplace Index, released by Staples Business Advantage, the business-to-business division of Staples, Inc., was released on June 7, 2016. The index was developed based on online responses from among 1,995 employees in the U.S. (936 were classified as general officer workers and 1,059 as business decision makers).
It is a comprehensive study involving office workers and business decision makers in the United States to help companies meet their recruitment, retention and engagement goals. This year’s study was created in conjunction with Jacob Morgan, best-selling author of The Future of Work, Futurist, and Co-founder of the Future of Work Community, a brand council of the world’s most forward thinking organizations who come together to explore the future of work.
Employee Recruiting & Retention
The workforce is driven by salary and title. For those looking for a new job, as well as those who have already moved. In both circumstances, money is the key driver. Those not looking for a job are content on their place of work because of their good salary. In leadership, people are looking for truthful communication and reliability.
Almost half the workforce work over 40 hours per week. US and Canadian decision makers are particularly likely to work more than 40 hours. (US – 59%, Canada – 54%). The reason for that is that there is simply not enough room in the working day to complete all tasks. 69% of people believe in creating a good balance between work and personal life. Flexibility is also the leadership style that has most increased over recent years.
Happiness at Work
Happiness is important to workers (92% of workers rate is as important or very important), and fortunately most people are happy – only 4% say that they are very unhappy in the workplace. Salary is seen as the answer to the improved happiness. Decision makers report to be happier than general staff.
The Freelance Economy
People generally freelance so that they can control their own hours and improve the work/life balance. However, only 29% of people are sure that they would not consider a traditional role. They would consider this overwhelmingly for a consistent income. Far less people would consider leaving their traditional job for a freelance position.
Telecommuting is important to people for a number of reasons (time saving, weather, money saving, work/life balance). If telecommuting was stopped then 69% of people would be disappointed to some extent.
The office is still the most productive and inspiring place to work, the home comes in a close second place to the desk in terms of places for inspiration. 46% of people think that they receive too many emails, but only 34% of those think that it is impacting their productivity.
Workplace Innovation & Technology
Companies are providing their employees with innovative tech, but they’re typically don’t encourage use of wearable devices during work. With 21% of the workforce saying that they are provided with the latest technology. Companies are spending most of their money on technology and office products, and what they look for is price and an easy ordering service.
Office Design – Personalization
Office layout is now roughly split in thirds between open, closed and hybrid. This is also reflected in office layout. In terms of improving office design, natural light is the biggest feature of interest. People believe that the natural light will help improve productivity and creativity. Currently, the three most common office descriptors are ‘standard’, ‘plain’ and ‘dull’. Co-workers are the greatest source of inspiration, as is feedback on knowing they’re having an impact, but only 16% describe their office as inspiring.
Wellness programs are widely available (over 57% of companies offer a wellness program of some sort). The most popular features of a wellness program are wellness coaches & smoking cessation. The features that are desired are fresh food and a gym onsite. Just over a third of employers financially incentivise wellness programmes, but that isn’t the key driver for participation for staff, health improvements are. Three quarters feel that the workplace has impacted on their stress levels to some extent, largely due to the volume of work.
43% of people say that their company does not make an effort to be eco-friendly. Those companies that do make an effort, essentially do it to be good & kind to the environment rather than tax breaks or reputation. Recycling is still the most common way to be eco-friendly.
For additional resources, including an executive summary and shareable infographics and slideshare, please visit: here and here.
The Lead Change Group would like to thank Staples Business Advantage for sharing their results with us; the majority of this post is composed of results from the Workplace Index.
Hi Paula. Given my area of interest you know I am going to focus on “happiness at work.”
I’m not surprised 92% of workers rate it as important. I see that only 4% say they are very unhappy, but we aren’t shown how many are really happy — just that it is important to a high percentage.
Reading, “Salary is seen as the answer to the improved happiness,” perplexes me. I’m guessing that is based on survey results. At the same time, salary is often viewed as a hygiene factor. In my anecdotal experience, even if someone would tell me money would make them happy, when we dig into it, it isn’t the top priority after all, of course unless they were vastly underpaid. See this link to dig deeper into hygiene factors. https://www.mindtools.com/pages/article/herzberg-motivators-hygiene-factors.htm
Perhaps I am out of touch. My experience is that many employees who say money would make them happy either don’t trust management with their real answer or don’t know how to articulate their real answer. Or maybe people are saying salary will make them happy because they have resigned themselves to this being the best they can hope for.
VERY interesting. Thank you for sharing.
I, too, was surprised by the salary answer. It’s not true for me personally and as you pointed out, when researchers dig deeper, it is often other “compensations” (time off, great corporate culture, education opportunities) that are more critical to people. Thx so much for taking time to comment.