【安靜辭職】調查：僅四分之一受訪員工強烈感覺到公司關心他們的福祉 Survey suggests only one-fourth of the surveyed employees strongly feel that the company cares about their well-being

在Gallup的研究中，只有四分之一的受訪員工強烈感覺到他們的公司關心他們的福祉，而且這個比例自疫情開始後一直在下降。這對於如今工作與生活更為交織的環境來說，具有重大的影響。

認為公司關心他們的員工在工作中的投入度更高，尋找新工作的意願更低，經歷過度疲勞的可能性也較小。他們更有可能熱烈推薦自己的公司，對公司的領導層充滿信任，而且在整體生活中的繁榮程度也更高。對於公司來說，這意味著更高的客戶參與度、盈利能力和生產力，以及更低的流失率和更少的安全事件。

然而，自2020年以來，員工的期望在很大程度上發生了變化。他們現在需要考慮更多的因素，包括他們的雇主是否關心他們的福祉。這種情況使得員工與雇主之間的聯繫日益疏離，而且對於客戶的保留具有嚴重的影響。

以下是我們為應對這種情況提出的五種策略：

1. 通過作出反映公司價值觀的決定，建立對領導層的信任。
2. 接納靈活的工作環境，同時為未來制定計劃。
3. 重視員工的福祉（特別是心理健康）。
4. 通過多種渠道與員工和客戶進行公開而創新的交流（例如：網路廣播、公司應用程式、線上公司大會、YouTube）。
5. 提升經理的技能，使他們能夠在變革中有效地管理績效，並在上述四項中起到關鍵的作用。

總的來說，企業必須要認識到，員工的福祉不僅僅是他們個人的事情，而且直接影響到公司的績效。為了公司的長遠發展，企業需要花更多的時間和精力來關心和支持我們的員工，增強他們的自豪感和責任感。

In Gallup's research, only one-fourth of the surveyed employees strongly feel that their company cares about their well-being, and this proportion has been declining since the beginning of the pandemic. This has a significant impact in today's intertwined work and life environment.

Employees who believe that their company cares about them demonstrate higher levels of engagement at work, lower willingness to seek new jobs, and lower likelihood of experiencing excessive fatigue. They are more likely to enthusiastically recommend their company, trust the company's leadership, and experience overall greater prosperity in life. For companies, this translates to higher customer engagement, profitability, and productivity, as well as lower attrition rates and fewer safety incidents.

However, since 2020, employee expectations have undergone significant changes. They now need to consider more factors, including whether their employer cares about their well-being. This situation leads to increasing disconnection between employees and employers, with serious implications for customer retention.

Here are five strategies we propose to address this situation:

1. Build trust in leadership by making decisions that reflect company values.
2. Embrace a flexible work environment while planning for the future.
3. Prioritise employee well-being, especially mental health.
4. Foster open and innovative communication with employees and customers through multiple channels (e.g., podcasts, company applications, online company conferences, YouTube).
5. Enhance managers' skills to effectively manage performance in times of change, playing a crucial role in the above four strategies.

Overall, businesses must recognize that employee well-being is not just a personal matter but directly impacts company performance. For long-term development, companies need to invest more time and effort in caring for and supporting our employees, enhancing their sense of pride and responsibility.