In today’s fast-paced work environment, employee well-being is critical for many organizations (Stańczyk & Beck-Krala, 2023). To understand employees’ perceptions, a survey focused on job satisfaction, organizational support, and access to well-being programs was conducted (Mannocci et al., 2023). Out of 23 requests distributed through email, 15 responses were received. This blog post discusses the key findings from the survey and offers actionable tips for improving employee well-being.
Survey Findings
The survey provided valuable information on various aspects of our employee work experience. The questions covered job satisfaction, motivation, access to well-being resources, work-life balance support, and professional development opportunities.
Satisfaction and Motivation
The survey revealed that 73% of respondents (11 out of 15) agreed or strongly agreed that they feel happy and enjoy their jobs (Figure 1). Additionally, 53% (8 out of 15) expressed strong motivation to do their best at work. However, it is worth noting that 27% (4 out of 15) of respondents expressed neutral or negative feelings about their job satisfaction and motivation. This suggests that while most employees are content, a small group may require additional support or engagement activities (Aliane & Zakariya, 2023).
Figure 1
Employee Satisfaction and Motivation Ratings
Perceptions of Organizational Value
Feeling valued and appreciated is vital to employee engagement and retention (Shaw et al., 2022). The survey results showed that 73% (11 out of 15) of employees feel valued and appreciated by the organization. In comparison, 27% (4 out of 10) had neutral feelings, indicating the need for better recognition communication across the organization (Blake, 2023).
Figure 2
Perception of being Valued by the Organization
Access to Well-Being Programs
Access to well-being programs is key for managing stress and maintaining a healthy work-life balance (Valée, 2024). The survey revealed mixed reactions: 53% (8 out of 15) agreed they could access well-being programs, 33% (5 out of 15) were neutral, and 13% (2 out of 15) disagreed (Figure 3). This indicates that some employees may not be fully aware of or satisfied with the available resources (Shine et al., 2021).
Figure 3
Accessibility of Well-Being Programs
Support for Work-Life Balance
Supervisors are key in supporting employees’ work-life balance (Mohr et al., 2021). The survey results were encouraging, with 67% (10 out of 15) of respondents agreeing that their supervisor supports a healthy life balance. However, 33% (5 out of 15) disagreed or were neutral, suggesting that this support may need consistency across the organization (Talukder, 2019).
Figure 4
Support for Work- Life Balance by Supervisors
Work Environment and Communications
Remember that a positive work environment and clear communication are beneficial to fostering collaboration and reducing stress (Mealings et al., 2024; MiRim & Haena, 2024). Most respondents (80%,12 out of 15) agreed that the work environment is positive and supportive. In addition, they expressed that communication within their teams is clear and compelling. These findings suggest that the organization successfully creates a conducive work environment (Anton & Shinta, 2024).
Figure 5
Perception of Work Environment
Figure 6
Perception of Communication
Best Practices for Enhancing Employee Well-Being
Based on the survey findings, while the organization is doing well in many areas, there are opportunities for improvement. Here are four actionable tips to enhance employee well-being:
Increase Awareness and Accessibility of Well-Being Programs
Regular communication enhances employee access to well-being resources. (Koon, 2024). Consider implementing a newsletter that highlights the available programs. You can share stories from employees who have benefited from mental health resources, exercise options, and stress management workshops (Bartlett et al., 2021).
Enhance Recognition and Appreciation Initiatives
Many employees feel valued. However, some of the workforce feel they need to be appreciated. Enhancing recognition programs can address the gap (Lewis et al., 2020). Implementing personalized recognition initiatives, such as peer-to-peer recognition, to ensures all employees feel seen and valued (Ho & Nguyen, 2021). Use a digital platform where employees can officially recognize their peers for their hard work and contributions (Basit et al., 2021).
Foster Consistent Support for Work-Life Balance
Administrators and supervisors could be trained to support work-life balance (Mohr et al., 2021), including flexible work schedules, promoting the use of vacation days, and encouraging employees to set boundaries between work and personal life. Train administrators and supervisors on how to support their teamwork-life balance and offer resources to help them manage their own stress (Khan et al., 2023).
Promote Professional Development Opportunities
Professional development is key to employee satisfaction and retention (Flores & Shuls, 2024). Many employees are satisfied with the growth opportunities, so promoting these resources more effectively could address neutral responses (Curry & Tomczak, 2023). Ensure all employees know and have access to professional development resources like training programs, mentorship, and career planning services (Hassett, 2022). Consider hosting quarterly workshops to help employees learn new skills and explore opportunities within the organization (Jalilzadeh et al., 2024Z)
Conclusion
Employee well-being is multifaceted and requires ongoing attention and effort. By increasing the awareness of well-being programs, enhancing recognition, fostering work life balance a, and promoting professional development will improve employee satisfaction and contribute to the overall success and sustainability in the organization.
References
References
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