We’re all doing better at work. Gen Z are leading the positive trend.
ELMO’s EMPLOYMENT SENTIMENT (Oct-Dec 24)
Also:
Work flexibility, Remote and Commute are increasing factors.
Diversity is least important.
WE’RE FEELING BETTER AT WORK
» Employee well-being is up. Based on Sick days taken in the last quarter – down from 37% to 34% (previous quarter).
» When at work, we are also feeling better. Arriving at work feeling unwell down to 28% from 33%.
» Employee Burnout is also down year-on-year – 42% from 45%
» Work time has stabilised – 35.5 hours per week. Workers are feeling less pressure to work harder or longer to keep their jobs – 37%.
» We are taking less leave 33% have taken annual leave compared to 45% in the previous quarter.
» More Australians think they are getting paid fairly now – almost 70%
» Employee mobility has stabilised or dropped – less people changing jobs that in previous quarter.
GEN-Z TRENDS
» Compared to others, Gen-Z lead the market with promotions (16%), applying for new roles (17%) and interviewing for new roles (15%).
» Least pressured to work longer or harder – 49% (compared to 40% of Millennials, 29% of Gen X, and 17% of Baby Boomers).
» Leading the search for a new job at 44% compared to the average of 33%.
» Feeling more recognised at work – up 5% to 67% on last year.
» More likely to ask for a pay rise 43% compared to the average of 31%
WHAT’S IMPORTANT TO EMPLOYEES
» Remuneration is #1 – possibly because of the standard of living concerns.
» This is followed by organisational stability – for similar reasons.
» Flexible/Remote working and commute to work were third and fourth.
» Workplace culture came fifth.
WHAT’S LESS IMPORTANT TO EMPLOYEES
Some curious trends in what is less important to employees:
» Career development opportunities
» Professional learning opportunities
» The ethical standing/reputation of the organisation and leadership
» Wellbeing initiatives
» Diversity among employees/senior leadership team of the organisation (dropped to last)
EMPLOYERS NEED TO NOTE THE FOLLOWING
» 25% of employees still think they are not in the right role – needs alignment.
» 33% feel encouraged to search for a new job.
» 65% of employees believe now is a good time to look for a new job with 49% feeling refreshed after the Christmas break and ready to begin their search.
──────────────
WORTH A READ
Disney’s chief HR office, Sonia Coleman wrote to employees saying Disney was going to prioritise its business goals and values over DEI.
See Memo below:
Executive Leaders,
For over 100 years, Disney has entertained and inspired generations of families from all walks of life around the world. We create entertainment that appeals to a global audience, and having a workforce that reflects the consumers we serve helps drive our business. With more than 230,000 dedicated employees and Cast Members in more than 40 countries across six continents, Disney has long believed that the rich variety of talents and experiences our employees bring to their work is good for our business and enhances the experience of our global consumers, audiences, and guests.
Creating a welcoming and respectful environment for our employees and guests is core to our company culture and our business. Our values — integrity, creativity, collaboration, community, inclusion — guide our actions and how we treat each other. Today I want to provide an update on how our values are embedded in our leader compensation programs, specifically our Other Performance Factors (OPFs), as well as share some of the work that has been underway to evolve our talent strategy consistent with these values.
Other Performance Factors (OPFs): Beginning this fiscal year, we are adding a new “Talent Strategy” factor to our executive compensation planning. This factor will assess how leaders uphold our company values, incorporate different perspectives to drive business success, cultivate an environment where all employees can thrive, and sustain a robust pipeline to ensure long-term organizational strength. This new factor represents an evolution of important concepts in the former Diversity & Inclusion OPF and will be used alongside our other two OPFs, “Storytelling & Creativity” and “Synergy.”
As many of you know, we have spent the last year partnering with stakeholders across the company to discuss the evolution of our strategic framework for advancing our commitment to being welcoming, respectful, and inclusive in how we operate so we are the best place to work. The resulting framework — which we released in December — is designed to align our initiatives with our business goals and company values, centered around four key pillars:
People: We reach and attract the best, most talented people around the world and foster barrier-free talent processes for everyone.
Culture: We purposefully champion a culture where everyone belongs and can contribute to our business success.
Market Reach: We create unforgettable stories, experiences, and products that entertain and resonate globally.
Community: We learn from and support under-served communities by establishing and investing in impactful relationships with organizations and business stakeholders.
As we developed this new framework, we looked at ways to enhance our programs and practices to strengthen our workplace environment, in service of our business.
While some of you are already familiar with what’s new, we wanted to highlight some of the key developments:
New Online Destination: In December, we added our new framework to our corporate Impact website and the Belong hub on MyDisneyToday, with a focus on our above pillars and continued progress. This new framework, rooted in our efforts to enhance our employee experience, marks the evolution of the significant work done with Reimagine Tomorrow and succeeds that branding.
Employee Groups: Last year, we began the process of unifying and streamlining our global enterprise-wide Belonging Employee Resource Groups (BERGs) structure, and rebranded the “B” in BERG from “Business” to “Belonging” to highlight that our employee groups’ role is focused on strengthening our employee community and workplace experience.
While this will continue to evolve, what won’t change is our commitment to fostering a company culture where everyone belongs and everyone can excel, enabling us to deliver the globally appealing entertainment that drives our business.
Warm regards,
Sonia
