Job Satisfaction Trends

All is not well in fully-remote OR fully in-office work. While new Gallup research reveals that fully remote workers are more engaged than even hybrid workers (and fully on-site workers are the least engaged - a slap in the face of RTO), they aren't thriving the most - hybrid workers are. It's perhaps no surprise (to all but some CEO's and managers) that fully on-site workers are thriving the least. Interestingly, hybrid workers experience the most stress (just a hair more than fully remote), and disturbingly, fully remote workers are more likely to experience anger, sadness, and loneliness - by a decent margin. Gallup believes that physical distance can create mental distance and that work becomes "just work" without deeper connections with coworkers that can be more easily formed from spending time together in person. They also think that it's the autonomy that comes with remote work which can create stress and lead to the negative emotions mentioned above. I think these are very interesting findings, and I would like to believe that most companies would take the time to reflect on them and take appropriate action. Here's what I think companies can do: 1. Address the emotional well-being of remote workers with regular check-ins, mental health resources, and virtual social activities to combat isolation. 2. Optimize hybrid work environments by creating create clear boundaries between work and home life, help their workers manage workloads effectively, and ensure hybrid workers aren't overcompensating with longer hours. 3. Explore the advantages of remote work, seek to understand what drives the higher engagement and apply these lessons across all work arrangements. 4. Given that each work arrangement faces different challenges, develop tailored well-being strategies for each work type. A one-size-fits-all approach isn't the way to go. 5. Ensure that remote workers have career development opportunities, opportunities to develop meaningful social connections, and achieve work-life balance to close the thriving gap. 6. For companies that are (or are considering moving to) fully in-office work, reconsider hybrid and/or remote work for the clear benefits. I know - wishful thinking, especially for #6. Here's the full Gallup report: https://lnkd.in/ezQB4K5q #WellBeing #EmployeeEngagement #WorkLifeBalance #FutureOfWork #RTO

Every generation brings a valuable new perspective to the workforce. As leaders, it’s our job to ask, listen and learn from them to create a future of work that works! Gen Z and Millennials have proven they are champions of making real impact. And as a mom to two Gen Z daughters entering the workforce, I’ve taken notice. To them, purpose isn’t just a buzzword. Far from it! So as leaders, how do we adapt to this paradigm shift? For starters, we need to look at *why* purpose-driven work is so important to next-gen talent. Our new Deloitte 2024 Millennial & Gen Z report (read it here 📲 https://deloi.tt/3Xc1uM3) breaks down this shift in workplace expectations and how leaders can best help this next generation thrive. These key findings stood out to me most: 1️⃣ Purpose Powers Satisfaction: Alignment of organizational purpose with personal values is a driving force behind job satisfaction and well-being for 86% of Gen Z and 89% of millennials.     2️⃣ Work/Life Balance Reigns Supreme: Flexibility is a prerequisite, not a perk, and remains the top consideration for both generations when choosing an employer. As leaders, fostering environments that prioritize flexibility is paramount.    3️⃣ Optimism Amidst Challenges: While concerns about the cost of living persist, there’s a glimmer of hope as nearly a third of Gen Z and millennials anticipate improvements in both economic and personal finances over the next year — the highest percentage the survey has seen since before COVID-19.     4️⃣ Taking Mental Health Seriously: Only about half of Gen Zs and millennials rate their mental health positively, and with 30% worrying that their manager would discriminate against them over stress and mental health concerns, there’s room for improvement when it comes to speaking openly about mental health at work.    The next generation is clear about the support and culture they want from the organizations they work for — and it’s up to us as leaders to evolve with the workforce, and make the workplace set up for their success, and with it — the best work possible.   

I was talking with a colleague recently about what happens inside organizations when expectations get out of sync with performance. It sparked something I’ve seen in every stage of my career, from corporate teams to agency environments to the clients I now work with.   Here’s the dynamic: a young team member, 6 months into a role, asks for a new title. They want more responsibility, more purpose, more alignment with their degree. They feel like they’re capable of more, but their current performance isn’t backing that up.   This story isn’t rare. And it’s not just about generational gaps, entitlement, or “work ethic.” That would be too easy of a narrative. What I see is a breakdown between ambition and accountability, and it’s showing up on both sides. Yes, young professionals need to understand that you don’t get to skip steps. If you’re asking for growth, you have to demonstrate readiness. Titles don’t make you ready. Consistency does. Trust does. Follow through does. There is no “use my degree” shortcut to leadership. You earn the big asks by nailing the small ones.   But it’s also on leadership. If you have someone on your team who feels lost, misaligned, or overly focused on status, that didn’t happen in a vacuum. That’s a gap in mentorship. That’s a failure to give feedback early and often. People need a clear roadmap and expectations for their role and those expectations have to be reiterated long before performance issues arise. That is how leaders prevent misalignment before it becomes a problem.   This photo takes me back to 2015, when I was a 28-year-old MBA intern at Microsoft. That summer, I had structure, mentorship, and clarity. I knew exactly what success looked like in my role, and I had leaders who reinforced it consistently. Because of that, I didn’t just complete an internship, I earned a full-time role as a Partner Marketing Manager in 2016. From there, I went on to lead cross-organizational branding initiatives, manage global storytelling programs, and host the Microsoft Partner Network podcast interviewing C-Level executives and industry leaders.   That experience shaped me. It taught me how mentorship and clear expectations accelerate careers. And it’s why I approach leadership today with the same philosophy: success doesn’t happen by accident. It happens when employees know what’s expected of them, and leaders are present enough to guide them through the gaps. So here’s what I know for sure: 💜 People need context for the journey. 💜 Purpose and promotion are not the same thing. 💜 Leaders must provide mentorship and clarity early.   There’s no shortcut to impact. And there’s no title that will fix what mentorship hasn’t taught. Leaders, don’t wait until a breakdown happens to start the conversation. Mentorship is the work, and it matters more than ever.   #Leadership #Mentorship #CareerAdvice

Early in my career, I thought hard work alone would get me ahead. But the truth? The biggest career accelerators aren’t just effort—they’re relationships, guidance, and access. -Employees with mentors are promoted 5x faster (Harvard Business Review). -76% of professionals say mentorship is key to success—but only 37% actually have a mentor (Forbes). -People with strong mentors earn 25% more, on average, than those without one (CNBC). Still think you can figure it all out alone? The hard truth: Talent and hard work alone won’t cut it. The most successful people? They had someone who believed in them, pushed them forward, and helped them sidestep years of trial and error. I know because I’ve lived it. I’ve had mentors who saw my potential before I did. Who helped me navigate the corporate maze, avoid dead ends, and level up in ways I couldn’t have done alone. And now, I do the same for others. When I started LS International, it wasn’t just about filling executive roles—it was about building careers that last. Because getting placed is one thing, but thriving? That’s the real game. That’s why I built LS Elevate , that gives professionals what I wish I had earlier: 💡 Direct access to top leaders who’ve been in your shoes 💡 Insider insights on leadership, career growth, and industry trends 💡 A network that doesn’t just exist, but actually works for you Because here’s the deal: Your next career breakthrough won’t come from a LinkedIn job post. It’ll come from the right mentor who pushes you into rooms you didn’t even know existed. So, if you don’t have one yet, what are you waiting for? LS International #upskilling #mentorship #mentoring #networking

A new study finds that although fully remote workers report higher engagement, they are less likely to be thriving in their lives overall (36%) than hybrid workers (42%) and on-site remote-capable workers (42%). This finding suggests that while fully remote workers may feel more engaged with their day-to-day tasks, the lack of in-person interaction and separation between work and personal life could be negatively impacting their overall well-being. The lower percentage of fully remote workers who report “thriving” compared to their hybrid and on-site counterparts implies that engagement alone isn't enough to support holistic life satisfaction. It underscores the importance of social connection, routine, and perhaps physical boundaries between work and home, factors more naturally integrated into hybrid and on-site models. For HR, this highlights the need to address not just productivity and engagement but also the broader well-being of remote employees through intentional support structures, community-building efforts, and mental health resources. https://lnkd.in/e--M5riJ

A recent physician sentiment survey revealed a notable shift towards optimism among physicians. As healthcare professionals navigate the complexities of the ever-changing healthcare landscape and evolving patient needs, this renewed sense of hope is particularly uplifting to hear.    The survey highlights a decrease in physicians' intentions to quit and an increase in job satisfaction. This shift was partly attributed to the help of AI taking on administrative burdens resulting in a decrease in burnout. Additionally, it found many physicians find fulfillment in patient relationships despite ongoing stressors in the field and are optimistic about future use cases of AI in their practices.    While some long-term concerns still remain, these insights show a growing positivity in the field and underline the importance of supporting our healthcare providers' well-being and job satisfaction. Fostering an environment where physicians feel valued and supported can lead to enhanced care for patients and better outcomes across the board. https://lnkd.in/gUeNQPni

'I'd rather manage anyone else'—why Gen Z has become the least wanted generation in corporate America. As someone in Gen Z, this data is... interesting. ResumeTemplates surveyed 1,000+ managers. 68% say managing Gen Z feels like "raising children." The complaints are predictable: need constant reminders, require emotional reassurance, can't handle basic workplace norms. Here's the uncomfortable truth: they're not entirely wrong. But they're missing the bigger picture. We grew up with infinite feedback loops (likes, comments, streaks). We expect rapid iteration and transparent communication. Traditional managers interpret this as "needy" when it's actually how we're wired to perform at our highest level. What Gen Z actually wants (and why it drives results): - Frequent feedback cycles: Not annual reviews—weekly check-ins with clear metrics and course corrections - Transparent communication: Direct feedback without corporate fluff. Tell us exactly what success looks like and how we're tracking - Growth frameworks: Clear progression paths with specific skills to develop, not vague promises of "future opportunities" - Flexible systems: We optimize for output, not hours in a chair Practical tools that actually work: - Dextego: Soft skills training for sales teams that speaks our language—gamified, data-driven skill development - 15Five: Weekly check-ins that create the feedback loops we crave without overwhelming managers - Notion/Monday.com: Project management that gives us ownership and visibility into impact - BetterUp: 1:1 coaching that addresses the "emotional reassurance" gap with professional development The real opportunity here: For Gen Z: Stop waiting for permission. Learn the game, then change it. Every complaint in that survey is a skill you can develop in 30-90 days if you're intentional about it. For managers: The Gen Z employees who scale fastest get clear frameworks, frequent check-ins, and direct feedback. Treat us like the high-performance systems we are, not the corporate drones you're used to. For companies: The first organizations to crack the Gen Z code will dominate the next decade. We're not going anywhere—we're your future workforce, customers, and leaders. Most people will read this survey and complain. Smart companies will see it as a competitive advantage waiting to be captured. Your move.

No job is worth your mental health... The truth about job satisfaction that most people ignore: In my years as an ER doctor, I've seen how work stress affects health. But here's a surprising truth: Your work culture's influence is profound. Shocking fact: Only 23% of employees worldwide are engaged at work. (Gallup) Think a bigger paycheck is the key to job satisfaction? Think again. Here's why culture trumps cash every time: 1. Money Motivates Briefly   - A salary bump gives you a quick high   - But the excitement fades when Monday rolls around   - Your worth isn't tied to your paycheck. Don't sell yourself short. 2. Culture is Your Daily Reality   - A positive environment energizes you every single day   - It's the difference between dreading work and enjoying it.   - A good culture lifts you. A bad one drags you down. 3. Growth Beats Greed   - A nurturing culture offers continuous learning opportunities   - Personal development is priceless and pays dividends long-term   - Growing as a person is worth more than growing your bank account. 4. Relationships Matter More Than Figures   - Supportive colleagues make tough days bearable   - No amount of money can replace real workplace connections   - Good work friends can make even a tough job worthwhile. 5. Purpose Outweighs Paychecks   - A strong culture aligns with your values and gives meaning   - Finding meaning in your work isn't a luxury, it's a necessity. 6. Stress Has a Price Tag   - A toxic culture costs you your well-being, no matter the salary   - Peace of mind is worth more than any bonus. Your well-being comes first. 7. Creativity Thrives in Healthy Environments   - A positive culture encourages innovation and risk-taking   - You can't put a price on the satisfaction of bringing ideas to life   - A job that lets you be creative is priceless. Don't settle for less. A salary increase makes you happy once a year. A healthy culture keeps you happy every single day. What matters more to you: The size of your paycheck or the quality of your work life? ➕ Follow Dr. Miro Bada for more. ♻️ Share this to spread awareness of healthy workplace culture.

Nearly 3/4 of nonprofit staff members are looking for a new job. And only 1/3 of them are planning to stay in the nonprofit sector. In a new survey, 74.2% of nonprofit staff members said they're currently looking or are about to look for a new job, which is substantially higher than the all-industry average of 65%. And the top reasons for wanting a new job? 1) having too much responsibility and not enough support (58%); 2) no obvious/clear growth opportunities (58%); and 3) inadequate compensation/benefits (57%). This is a potential workforce crisis for nonprofits. So what can be done? 💡 Identify areas where work can be stopped or changed through a Stop, Start, Continue activity or something similar. 💡 Audit current benefits and incentives for what might be able to be added, especially at limited or no cost, such as flexible work arrangements and recognition programs. 💡 Review operational costs and cut areas and items that are being un- or under-used. 💡 Look into nonprofit rates and discounts through services like TechSoup. Check out more from the results of the inaugural survey from the Social Impact Staff Retention Project: https://lnkd.in/e3AvErDQ #Nonprofits #Retention

If you’ve ever read a nonprofit job description, you’ve probably noticed: ❌ Laundry list of responsibilities ❌ Unrealistic expectations ❌ Below-market salaries with “passion” as compensation And then nonprofits wonder why they struggle to attract top talent. At Harvard Business School, I’ve had conversations with leaders trying to solve big problems. The common challenge? Talent. 📉 45% of nonprofit employees say they’re burned out 📉 50%+ of nonprofits struggle with turnover 📉 80% of nonprofit job postings focus on duties, not outcomes Meanwhile, for-profits: ✅ Use data-driven hiring ✅ Invest in employee growth ✅ Offer competitive salaries and impact-driven work Nonprofits are mission-driven. But impact doesn’t happen without the right people. It’s time to rethink nonprofit hiring: 1️⃣ Sell the vision, not just a to-do list 2️⃣ Pay people what they’re worth, because “passion” doesn’t pay rent 3️⃣ Prioritize professional growth Want to solve big problems? Start by attracting the right people. Thoughts? With purpose and impact, Mario