Survey: Pay Equity, Psychological Safety, and More Workplace Trends

October 31, 2018 Sarah Payne

Just how good is the U.S. economy doing? The unemployment rate fell to 3.7% last month according to the Bureau of Labor Statistics. That’s the lowest it’s been since 1969 – the same year we landed on the moon.

This is great news for workers. Consider the unemployment rate and the fact that most progressive companies are hiring more remote workers and offering more flexible work arrangements. It’s never been a better time to shop around for a company or a job that not only aligns with your personal values and skillset, but also meets your financial needs and the needs of your family.

For those of us building or managing a team or working in HR, this should be a major wakeup call. How do you plan to set up your people and your culture for success in 2019 and beyond? How are you addressing pay equity? Is your performance management process bogged down in bureaucracy?

We have a lot of work to do when it comes to making work more human. That’s why for the past 7 years we have annually surveyed full-time workers to learn more about their motivation and experience at work. This year, we expanded the survey to include more than 3,600 workers in the United States, United Kingdom, Canada, and Ireland.

You can read the full report with findings from the survey here: Social Impact in the Human Workplace

In it, we share the top five trends from the data. Here’s a high-level overview of what we uncovered:

  1. Employee appreciation is lacking. 22% of workers have not been recognized in a year or more. We share tips for making recognition more timely and meaningful – and for driving more engagement.
  2. The annual review is not dead. More than half of workers tell us their company still conducts annual or semiannual reviews. We show you how to encourage more frequent manager-employee communication – and why those quick check-ins matter.
  3. Traditional compensation can present pay equity risks. Across every country surveyed, women report receiving lower-value bonuses than men. Rather than relying solely on managers to make a fair call, it’s time we considered allocating more variable pay budget to crowdsourced recognition and rewards.
  4. Psychological safety varies by gender and job role. You might have a D&I initiative, but is it making any impact on how safe people feel speaking up and offering a dissenting opinion? We offer insights on how to make people feel seen and heard.
  5. It’s time to celebrate the whole human work. Is your service anniversary program doing more harm than good? We explore the moments that matter at work and how to make the experience more personal, social, and human.

You can download the full report here. We’ll also take a deep dive into each of the five findings in a blog series through the end of this year. Stay tuned!

About the Author

Sarah Payne

Sarah is managing editor at Globoforce. When not writing about all things WorkHuman, leadership, recognition, and appreciation, she enjoys iced coffee, running, and spending time with her daughter, Mabel.

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