Just Released. See 2024 HR Report on Employee Happiness Trends in the US. Access the latest data to prepare your business for the future of work.
DOWNLOAD A COPY HERE: https://www.kudoboard.com/blog/2024-employee-happiness-trends-in-the-us-report/
To learn more about how companies are improving company culture and staff recognition, you can see real life examples of strategies in play at www.kudoboard.com or visit resources section for templates and additional tips and tricks to building a great company for current and future generations.
This document discusses job satisfaction and ways to improve it. It reports that only 30% of US workers are engaged in their jobs according to a 2013 Gallup poll. Both employees and employers can take actions to increase satisfaction. For employees, this includes knowing their values, considering what they receive from their job, being realistic, avoiding lingering dissatisfaction, and considering career advancement. For employers, actions include creating a higher calling in jobs, setting development plans, being clear on expectations, increasing communication, and appreciating efforts. Recognition from employers is important for engagement and commitment.
A study of over 80,000 employees identified 12 dimensions that are consistently present in workplaces with high employee retention, customer satisfaction, productivity and profits. These dimensions include clear expectations, the right tools and equipment, using employees' strengths, recognition and praise, caring supervisors, encouragement of development, valuing employees' opinions, a clear company mission, quality work, strong coworker relationships, feedback on progress, and opportunities to learn and grow. Recognition and praise specifically ranked fourth among the 12 dimensions in correlating with successful workgroups.
This document provides guidance on creating a positive employee experience. It discusses how the modern workforce wants to learn new skills and find purpose in their work rather than just work to live. Companies need to focus on providing an excellent holistic employee experience to attract and retain top talent. The guide outlines strategies for developing extraordinary employee experiences, including empowering work-life synergy, frequent manager check-ins, opportunities for professional development, and fostering a culture where employees can bring their whole selves to work. It also discusses generational differences and the importance of understanding each employee's unique needs to boost engagement.
Zappos is an online retailer that started by selling shoes but expanded into other apparel. They follow a unique human resources approach focused on motivating employees and encouraging innovation. This aligns with Theory Y and participative leadership styles that emphasize respecting human potential and group participation in decision making. Zappos has 10 core values like delivering wow service and building relationships that aim to create a fun, caring culture where people want to work and stay. They also connect with customers emotionally during service by acknowledging hardships with empathy and sometimes unexpected gifts.
- Two-thirds of employees say they receive too little interaction, positive feedback, and constructive feedback from their bosses.
- Regular praise and feedback from managers can result in positive outcomes like increased workplace safety, improved employee relations, and shorter injury recovery times.
- The absence of praise and feedback can lead to problems like apathy, increased turnover, lower productivity, weakened customer loyalty, and loss of competitiveness.
This document discusses job satisfaction and ways to improve it. It reports that only 30% of US workers are engaged in their jobs according to a 2013 Gallup poll. Both employees and employers can take actions to increase satisfaction. For employees, this includes knowing their values, considering what they receive from their job, being realistic, avoiding lingering dissatisfaction, and considering career advancement. For employers, actions include creating a higher calling in jobs, setting development plans, being clear on expectations, increasing communication, and appreciating efforts. Recognition from employers is important for engagement and commitment.
A study of over 80,000 employees identified 12 dimensions that are consistently present in workplaces with high employee retention, customer satisfaction, productivity and profits. These dimensions include clear expectations, the right tools and equipment, using employees' strengths, recognition and praise, caring supervisors, encouragement of development, valuing employees' opinions, a clear company mission, quality work, strong coworker relationships, feedback on progress, and opportunities to learn and grow. Recognition and praise specifically ranked fourth among the 12 dimensions in correlating with successful workgroups.
This document provides guidance on creating a positive employee experience. It discusses how the modern workforce wants to learn new skills and find purpose in their work rather than just work to live. Companies need to focus on providing an excellent holistic employee experience to attract and retain top talent. The guide outlines strategies for developing extraordinary employee experiences, including empowering work-life synergy, frequent manager check-ins, opportunities for professional development, and fostering a culture where employees can bring their whole selves to work. It also discusses generational differences and the importance of understanding each employee's unique needs to boost engagement.
Zappos is an online retailer that started by selling shoes but expanded into other apparel. They follow a unique human resources approach focused on motivating employees and encouraging innovation. This aligns with Theory Y and participative leadership styles that emphasize respecting human potential and group participation in decision making. Zappos has 10 core values like delivering wow service and building relationships that aim to create a fun, caring culture where people want to work and stay. They also connect with customers emotionally during service by acknowledging hardships with empathy and sometimes unexpected gifts.
- Two-thirds of employees say they receive too little interaction, positive feedback, and constructive feedback from their bosses.
- Regular praise and feedback from managers can result in positive outcomes like increased workplace safety, improved employee relations, and shorter injury recovery times.
- The absence of praise and feedback can lead to problems like apathy, increased turnover, lower productivity, weakened customer loyalty, and loss of competitiveness.
Peer-to-peer recognition can be a welcome strategy to introduce more positive communication into the workplace and get the entire team involved in recognition - not just the manager. Learn more about peer-to-peer recognition in this Baudville white paper.
Do you know what your people are thinking by HRMATT
The document discusses the importance of understanding employee attitudes and thinking. It summarizes the key points made in the presentation as follows:
1. The presenter argues that organizations should understand what their employees are thinking because it impacts job performance, productivity, business outcomes like customer satisfaction and loyalty, and overall performance.
2. The document then shares results from a regional employee survey that found over half of employees in the Caribbean are satisfied, while 22% are dissatisfied. It also outlines some key survey findings about leadership, communication and more.
3. Finally, the presenter provides recommendations for what organizations should do based on the employee feedback, including improving communication, leadership, feedback mechanisms, and linking attitudes to outcomes.
Bring Your Customer Success Out of the Stone Age by Building Your Company’s P...QuekelsBaro
People intelligence is the process of collecting and analyzing data about employees to make informed talent management decisions. It can help companies improve customer service, reduce turnover, optimize workforce planning, and drive business objectives. Applying people intelligence through tools like evaluating candidates holistically, identifying retention factors, and hiring for emotional intelligence can increase customer lifetime value, create brand advocates, and boost the bottom line.
5 Unique Call Center Incentives to Maximize Productivity.pdfTime Doctor
Employees working in call centers have the opportunity to work with customers to create pleasant experiences. While the work can be complex, the effects of delivering an exceptional experience to customers are worth it. This document covers five ideas to provide incentives that will boost productivity and maintain morale.
Original blog: https://biz30.timedoctor.com/call-center-incentives/
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
Engaging for succes - a story about employee engagementSD Worx Belgium
This document discusses employee engagement and why it is important. It defines engagement as motivating employees intrinsically to strengthen the organization. Highly engaged employees are loyal, productive, innovative and help improve the company's reputation. The document outlines six benefits of engagement: 1) stronger customer relations, 2) loyal future employees, 3) higher productivity, 4) lower costs, 5) optimization and innovation, and 6) improved image and reputation. It provides tips for creating engagement such as addressing satisfaction drivers, culture, leadership, communication, career development and performance management.
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
This document outlines 5 steps to building employee engagement through a corporate responsibility program. The steps are: 1) Listen to employees, 2) Get organized by researching employees' interests, 3) Roll out new initiatives that support the company's goals and employees' interests, 4) Share progress so employees can see their impact, and 5) Measure and adjust by getting feedback to continually improve the program. Engaging employees in a company's CR program can boost engagement, innovation, and business outcomes.
This presentation defines "Engagement" and talks through the facts and tools for creating employee engagement success. Get a better understanding of engagement, recognition, and incentives, and find out what it means to your organization.
This document discusses the importance of employee engagement for businesses. It notes that engaged employees work harder, stay longer with companies, and provide better customer service. The document recommends using social performance management tools to provide frequent feedback, recognition, and meaningful communication to employees in order to increase engagement. These tools can help align individual goals with company goals to improve execution, productivity, service, retention, and overall business performance. The workforce is changing with more millennials and contingent workers who value different things, so companies need new approaches to attract, engage, and retain top talent.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
The document discusses the importance of effectively saying "thank you" to employees in the workplace. It summarizes the results of a research study that found that just one in four employees feel they receive sufficient thanks for their work. While a simple "thank you" from their boss is the most common form of recognition, incentive schemes are not as effective if they are not linked to individual efforts. The document advocates learning how to sincerely thank employees for their individual contributions in order to boost motivation, performance, retention and the organization's reputation.
Here are six key insights into what matters most to employees when it comes to creating a professional culture of belonging, according to our recent research.
You know your employees are the lifeblood of your company but if not properly motivated, they can end up sucking the life out of your company. Unhappy employees cost companies over half a billion dollars in lost productivity.
What if there were a formula for gauging your employees’ attitudes and a methodology for creating an energetic workplace atmosphere? While we can’t promise an overnight solution, we can give you facts and actionable tips based on national and global research to get the process in motion. All it takes from you is the desire to make the change and the commitment to transform the culture of your organization from blah to hell ya!
Change is best implemented from the top with executive support so every employee on your payroll understands the importance of the initiative. Give your employees a reason to care.
Employees are increasingly becoming activists both for and against their employers. This document analyzes research from a survey of 2,300 employees across 15 markets to understand the drivers of employee activism. The key findings are:
1) Only about 30% of employees report being deeply engaged with their employer, despite receiving many communications. Leadership, internal communications, HR practices, and CSR efforts are the main drivers of employee activism but employers underperform in these areas.
2) Social media has fueled more employee activism, both positive and negative. About 50% of employees share work-related content online and 39% have shared positive comments about their employer.
3) The research identified a segment of "employee activists" making
Leaders play a key role in employee engagement by connecting employees' work to the organization's values and mission. The document discusses how engaged employees are more productive, healthier, and less likely to leave their jobs. It also outlines the functional and psychological factors that influence engagement, including ensuring employees have the resources, training, and autonomy to do meaningful work. Wise leaders recognize employees' contributions, foster a sense of belonging, and help employees find purpose in order to maximize engagement.
5 Benefits of Employee Recognition and Statistics for HR LeadersConfetti
Want to amp up engagement, productivity, and performance while eliminating stress? Looking to reduce turnover? Learn how boosting your employee recognition efforts can help you achieve your goals.
Read the full blog post here: https://www.withconfetti.com/blog/post/benefits-of-employee-recognition
This document summarizes survey results from 32 Canadian workplaces regarding current and desired workplace values:
- Currently, 24% of selected values are potentially limiting, including bureaucracy, hierarchy, and silos. Positives include customer satisfaction, teamwork, and accountability.
- Desired values focus more on accountability, teamwork, continuous improvement, and new values like coaching, balance, communication and trust.
- Employees desire a culture of transformation with learning and growth, rather than the current perfection-focused culture hindered by limiting values. They want a workplace better able to change and scale up.
Aż 56% pracowników aktywnie broni swoich firm przed krytyką i odgrywa rolę ich rzeczników, zarówno online jak i offline – wynika z najnowszego badania Weber Shandwick
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Más contenido relacionado
Similar a 2024 Employee Happiness Trends Report in the US. (VIEW or DOWNLOAD REPORT)
Peer-to-peer recognition can be a welcome strategy to introduce more positive communication into the workplace and get the entire team involved in recognition - not just the manager. Learn more about peer-to-peer recognition in this Baudville white paper.
Do you know what your people are thinking by HRMATT
The document discusses the importance of understanding employee attitudes and thinking. It summarizes the key points made in the presentation as follows:
1. The presenter argues that organizations should understand what their employees are thinking because it impacts job performance, productivity, business outcomes like customer satisfaction and loyalty, and overall performance.
2. The document then shares results from a regional employee survey that found over half of employees in the Caribbean are satisfied, while 22% are dissatisfied. It also outlines some key survey findings about leadership, communication and more.
3. Finally, the presenter provides recommendations for what organizations should do based on the employee feedback, including improving communication, leadership, feedback mechanisms, and linking attitudes to outcomes.
Bring Your Customer Success Out of the Stone Age by Building Your Company’s P...QuekelsBaro
People intelligence is the process of collecting and analyzing data about employees to make informed talent management decisions. It can help companies improve customer service, reduce turnover, optimize workforce planning, and drive business objectives. Applying people intelligence through tools like evaluating candidates holistically, identifying retention factors, and hiring for emotional intelligence can increase customer lifetime value, create brand advocates, and boost the bottom line.
5 Unique Call Center Incentives to Maximize Productivity.pdfTime Doctor
Employees working in call centers have the opportunity to work with customers to create pleasant experiences. While the work can be complex, the effects of delivering an exceptional experience to customers are worth it. This document covers five ideas to provide incentives that will boost productivity and maintain morale.
Original blog: https://biz30.timedoctor.com/call-center-incentives/
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
Engaging for succes - a story about employee engagementSD Worx Belgium
This document discusses employee engagement and why it is important. It defines engagement as motivating employees intrinsically to strengthen the organization. Highly engaged employees are loyal, productive, innovative and help improve the company's reputation. The document outlines six benefits of engagement: 1) stronger customer relations, 2) loyal future employees, 3) higher productivity, 4) lower costs, 5) optimization and innovation, and 6) improved image and reputation. It provides tips for creating engagement such as addressing satisfaction drivers, culture, leadership, communication, career development and performance management.
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
This document outlines 5 steps to building employee engagement through a corporate responsibility program. The steps are: 1) Listen to employees, 2) Get organized by researching employees' interests, 3) Roll out new initiatives that support the company's goals and employees' interests, 4) Share progress so employees can see their impact, and 5) Measure and adjust by getting feedback to continually improve the program. Engaging employees in a company's CR program can boost engagement, innovation, and business outcomes.
This presentation defines "Engagement" and talks through the facts and tools for creating employee engagement success. Get a better understanding of engagement, recognition, and incentives, and find out what it means to your organization.
This document discusses the importance of employee engagement for businesses. It notes that engaged employees work harder, stay longer with companies, and provide better customer service. The document recommends using social performance management tools to provide frequent feedback, recognition, and meaningful communication to employees in order to increase engagement. These tools can help align individual goals with company goals to improve execution, productivity, service, retention, and overall business performance. The workforce is changing with more millennials and contingent workers who value different things, so companies need new approaches to attract, engage, and retain top talent.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
The document discusses the importance of effectively saying "thank you" to employees in the workplace. It summarizes the results of a research study that found that just one in four employees feel they receive sufficient thanks for their work. While a simple "thank you" from their boss is the most common form of recognition, incentive schemes are not as effective if they are not linked to individual efforts. The document advocates learning how to sincerely thank employees for their individual contributions in order to boost motivation, performance, retention and the organization's reputation.
Here are six key insights into what matters most to employees when it comes to creating a professional culture of belonging, according to our recent research.
You know your employees are the lifeblood of your company but if not properly motivated, they can end up sucking the life out of your company. Unhappy employees cost companies over half a billion dollars in lost productivity.
What if there were a formula for gauging your employees’ attitudes and a methodology for creating an energetic workplace atmosphere? While we can’t promise an overnight solution, we can give you facts and actionable tips based on national and global research to get the process in motion. All it takes from you is the desire to make the change and the commitment to transform the culture of your organization from blah to hell ya!
Change is best implemented from the top with executive support so every employee on your payroll understands the importance of the initiative. Give your employees a reason to care.
Employees are increasingly becoming activists both for and against their employers. This document analyzes research from a survey of 2,300 employees across 15 markets to understand the drivers of employee activism. The key findings are:
1) Only about 30% of employees report being deeply engaged with their employer, despite receiving many communications. Leadership, internal communications, HR practices, and CSR efforts are the main drivers of employee activism but employers underperform in these areas.
2) Social media has fueled more employee activism, both positive and negative. About 50% of employees share work-related content online and 39% have shared positive comments about their employer.
3) The research identified a segment of "employee activists" making
Leaders play a key role in employee engagement by connecting employees' work to the organization's values and mission. The document discusses how engaged employees are more productive, healthier, and less likely to leave their jobs. It also outlines the functional and psychological factors that influence engagement, including ensuring employees have the resources, training, and autonomy to do meaningful work. Wise leaders recognize employees' contributions, foster a sense of belonging, and help employees find purpose in order to maximize engagement.
5 Benefits of Employee Recognition and Statistics for HR LeadersConfetti
Want to amp up engagement, productivity, and performance while eliminating stress? Looking to reduce turnover? Learn how boosting your employee recognition efforts can help you achieve your goals.
Read the full blog post here: https://www.withconfetti.com/blog/post/benefits-of-employee-recognition
This document summarizes survey results from 32 Canadian workplaces regarding current and desired workplace values:
- Currently, 24% of selected values are potentially limiting, including bureaucracy, hierarchy, and silos. Positives include customer satisfaction, teamwork, and accountability.
- Desired values focus more on accountability, teamwork, continuous improvement, and new values like coaching, balance, communication and trust.
- Employees desire a culture of transformation with learning and growth, rather than the current perfection-focused culture hindered by limiting values. They want a workplace better able to change and scale up.
Aż 56% pracowników aktywnie broni swoich firm przed krytyką i odgrywa rolę ich rzeczników, zarówno online jak i offline – wynika z najnowszego badania Weber Shandwick
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
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You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
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https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
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AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
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This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
2. About the research:
Our 2024 trends report contains data
and analysis gathered from a 2023
survey of 591 verified employees
working across Fortune 500
companies in the United States, plus
current statistics from third-party
sources.
About the report:
Our annual report forecasts upcoming
2024 trends in employee happiness and
workplace recognition by examining
the latest data on gratitude across
enterprises.
2
3. One thing’s clear: flexible work is here to stay. Hybrid work, in particular, has risen in 2023, with over
half of all remote-capable jobs now offering flexible arrangements to employees.1
But, many hybrid or remote workers found that a distributed workforce still has its trade-offs. With
limited in-person collaboration came less connection to corporate culture and continued isolation,
ultimately impacting productivity and employee happiness. In the past, employees formed bonds with
in-office shout-outs, company events, birthday celebrations, happy hours and more, but this doesn't
translate as well to a virtual world.
So in 2023, what does the data tell us? How are enterprises evolving to improve employee happiness
and develop a culture of gratitude and belonging virtually and in-person? More importantly, how are
companies making employees feel seen and recognized for their work?
Let’s look at the data.
The landscape of work is changing. In 2023, we
saw a slight return to in-person work environments,
but societal shifts are still transforming the office as
we know it–forever.
3
5. According to BambooHR, 2023 saw a steep
9% drop in employee happiness, “declining at a
rate 10x faster than the previous three years.”2
Increases in burnout and stress were major
contributors to the decline. 57% of American
workers state that they are currently
experiencing at least moderate levels of
burnout, up from 52% in previous years.3
5
5
6. The effects of unhappiness were felt broadly in performance
and peer-to-peer communication at enterprises.
Employees frequently cited symptoms of work-related
stress as:4
31%
emotional exhaustion
26%
lack of motivation to
do their very best
25%
a desire to
keep to themselves
6
7. When employees are unhappy, enterprises see regrettable attrition and
lower productivity–all of which has a material impact. The cost of replacing
an individual employee can range from 3 to 4 times their salary depending
on the role.5
Hybrid and remote work, while offering many positive benefits to
employees, can also cause unhappiness in environments that haven’t
caught up to current trends. Working from home, even just a few days per
week, severs ties to company culture and limits communication. These
factors can cause higher rates of isolation and fatigue if left unchecked—
ultimately leading to turnover.
The hidden costs of
unhappy employees
7
8. When asked to rank the top 3 biggest challenges with
working remote or hybrid, employees cited:6
78%
sense of belonging
68%
communication
40%
burnout
8
9. 8
Regardless of the challenges,
98%
of employee are happy
to stay working remotely.7
9
11. 11
2023 data shows that employees still crave a
higher sense of belonging that translates to
all working environments — in-person, hybrid,
remote. They are looking for authentic
connections and companies that prioritize
happiness. When asked about priorities at work:
85%
rated company culture, team
connection, and employee
happiness as a high priority. 14%
rated company culture, team
connection, and employee
happiness as a medium priority.
1%
rated company culture, team
connection, and employee
happiness as a low priority.
12. Unfortunately, many also find that
organizations undervalue the positive
impact of workplace recognition.
Those who receive appreciation and
those who offer it are clearly divided
in their perception of its value and its
impact on happiness, connection,
and productivity.
91% believe that most companies undervalue the
effects of employee gratitude,
underestimating how much it means to be
appreciated.
97% agree that receiving recognition often has
more impact than what givers originally
anticipate.
98% say that people would work harder and be
happier if they felt more appreciated at
work.6
12
13. In the workplace, gratitude and recognition create happier, more
productive employees. When asked about their experiences with
appreciation, our surveyed group of US employees across various
industries said:8
“Receiving meaningful appreciation makes the work
I do feel worthwhile. It encourages teamwork and
makes people feel seen.”
“Receiving meaningful appreciation makes the work
I do feel worthwhile. It encourages teamwork and
makes people feel seen.”
“Receiving meaningful appreciation makes the work
I do feel worthwhile. It encourages teamwork and
makes people feel seen.”
“It's very nice to hear that you feel you're being
appreciated because you don’t always get that
message from people around you.”
“It's very nice to hear that you feel you're being
appreciated because you don’t always get that
message from people around you.”
“It's very nice to hear that you feel you're being
appreciated because you don’t always get that
message from people around you.”
“Appreciation from my manager makes me feel more
inclined to work for them, talk to them more
casually.”
“Appreciation from my manager makes me feel more
inclined to work for them, talk to them more
casually.”
“Appreciation from my manager makes me feel more
inclined to work for them, talk to them more
casually.”
“I give 1000% at work and to feel noticed means a lot.”
“I give 1000% at work and to feel noticed means a lot.”
“I give 1000% at work and to feel noticed means a lot.”
“Appreciation from my manager gives me reassurance.
Shows me I’m working on the right things”
“Appreciation from my manager gives me reassurance.
Shows me I’m working on the right things”
“Appreciation from my manager gives me reassurance.
Shows me I’m working on the right things”
“Appreciation should be felt, not just received. ”
“Appreciation should be felt, not just received. ”
“Appreciation should be felt, not just received. ”
“Appreciation makes me feel motivated and positive. If
I don’t get it, I stop caring as much.”
“Appreciation makes me feel motivated and positive. If
I don’t get it, I stop caring as much.”
“Appreciation makes me feel motivated and positive. If
I don’t get it, I stop caring as much.”
The power of
authentic appreciation
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15. Many enterprises onboard an appreciation platform like
Kudoboard to empower colleagues to celebrate milestones,
recognize their peers, and create campaigns. These
solutions build connections between employees working
remote, hybrid, or in-person with group cards, appreciation
boards, and more.
What are companies
investing in?
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16. 16
When asked about the primary
cultural issue they want to
solve with Kudoboard:6
48% want employees
to feel appreciated.
32% want employees
to feel connected.
9% want employees
to feel engaged.
5% want employees
to have fun.
4% want employees
to feel rewarded.
2% want to retain
employees.
17. But, the primary value-driver amongst users and administrators
is a simple desire to spread employee happiness.
17
19. 91%
think that receiving gratitude
andappreciation in a Kudoboard
makes them feel happier at work.6
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20. Authenticity Wins.
Between printed cards, Slack messages, and platforms like Kudoboard, employees often
have multiple ways to express appreciation towards others. But, in order for a program to
be successful, recognition has to be done properly. It needs to be authentic.
“Appreciation should be felt, not just received.”
While the printed group greeting card was once the platform of choice, times have
changed. Many employees find that the sharing appreciation digitally allows for more
personalized and sincere expressions.
77% believe contributing to a Kudoboard feels
more authentic and fun than a paper card.6
With GIFs, videos, messages, and more, many also find them to be more genuine
experiences than traditional methods due to their personalization options.
85% would prefer a Kudoboard over a paper card
passed around the office.6
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22. In 2023, employees became more connected
and engaged by recognizing each other with
Kudoboard.
95%
saw an increase in team appreciation,
engagement, and productivity.6
92%
saw Kudoboard as
a valuable tool at work.6
22
23. Many also found that appreciation boards
had individual benefits for their remote or
hybrid employees.
83%
found that Kudoboard specifically
improved employee morale.6
92%
thought Kudoboard had an impact
on improving a sense of belonging and
connection between team members.6
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24. Evolving to a
culture of gratitude
Great culture is great business. The data shows that when employees feel valued,
their happiness and productivity levels improve as a result.
Although overall employee happiness in the U.S. declined in 2023, the appetite for
authentic appreciation grew. Enterprises must evolve to meet the employee desire
for recognition cultures and connection to teams.
Through appreciation platforms like Kudoboard, organizations can create authentic
experiences that improve productivity, reduce regrettable attrition, and boost morale.
By powering authentic experiences in a way that other methods of gratitude never
could, companies can fuel a thriving workforce.
Ready to invest in employee happiness?
Visit kudoboard.com
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25. 25
To do so, many enterprises will turn their focus to prioritizing employee wellbeing and supporting adaptive work
arrangements. Top-tier talent will actively seek out organizations that value their happiness and encourage work-
life balance, and companies will look to adopt the tech and flexible schedules that will attract and retain them.
But in-person work will continue to grow in various industries, fueling a demand for robust, positive in-office
cultures. As employee’s transition back full-time, they’ll require strong bonds with team members to stay happy. To
increase workplace satisfaction, employers will look to provide in-person employees with more engagement
opportunities that encourage collaboration and foster a sense of belonging.
Whether in-person, hybrid, or remote, organizations investing in appreciation campaigns will discover the “virality”
of gratitude in the workplace. When given a platform and outlet, employees in positive cultures will start to take
recognition, celebration, and events into their own hands—simply because they want to. Encouraging these
internal trends will be key to unlocking productivity, increasing retention, and fueling robust, positive corporate
cultures.
2024 Predictions
“Societal shifts will continue transforming the way
we work, driving companies to evolve and invest in
campaigns that improve employee happiness.”
26. About Kudoboard
Established in 2015, Kudoboard is a
platform empowering employees
worldwide to celebrate the moments
that matter. Organizations use Elevate,
by Kudoboard for employee
milestones, shout outs, and everything
in-between — bringing the
transformative impact of gratitude and
recognition to the workplace.
About our data
We conducted our survey in May, 2023
with a sample size of 591 verified
Kudoboard users working for Fortune
500 organizations. Responses were
gathered through SurveyMonkey, and
respondents were paid for their
contributions. User responses were
gathered by a third party with oversight
from the Kudoboard product team.
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