The report « State of the Global Workplace 2024 » de Gallup provides an in-depth analysis of the current state of employees worldwide, focusing on mental health and employee engagement.
This annual report presents the results of the largest permanent study in the world on the experience of employees. It analyzes how employees feel in their work and in their lives, which is an important indicator of the resilience and performance of organizations.
This barometer aims to make the voice heard. the voice of the employees in the decision-making process to help leaders around the world guide their strategic choices and direct their human resources management policies.
Mental health of employees, economic and political factors associated with well-being at work, and the key role of managers This synthesis highlights the main conclusions of the report, with particular emphasis on: the commitment of employees, both worldwide and in France in particular.
An alarming state of mental health for employees worldwide
A commitment of the employees to drift away
Employee engagement is intrinsically linked to their overall life experiences. Employees who do not enjoy their work tend to experience high levels of stress, anxiety, and negative emotions.
Employee engagement in Europe is declining, with a rate of 14 %, a decrease of 2 points compared to the previous year.
In France, only 7 % of the employees feel engaged, placing the country at the 38th place out of 38 in Europe. This situation is alarming because low engagement often means low productivity and a high turnover rate. turn-over. This situation requires strategic decisions to reverse the situation.
Gallup estimates that the lack of employee engagement costs the global economy dearly: $8.9 trillion, or 9% % of global GDP.
A sense of loneliness exacerbated by teleworking
In 2023, 20 % employees around the world feel lonely Every day, a phenomenon that is particularly pronounced among workers who work entirely remotely occurs. This social isolation has significant repercussions on the physical and mental health of employees.
Social interactions, even virtual ones, are crucial for employee well-being, but it seems that these remote exchanges do not always compensate for the lack of physical contact.
61 % of the European employees report feeling a lot of stress on a daily basis, an increase of 4 points compared to the previous year. In France, this trend is also worrying, with high and constant levels of stress in the workplace.
The stress chronic can lead to decrease in productivity, an increase in absences due to illness and turn-over higher.
52 % of the European employees are actively seeking employment or monitor opportunities for new jobs. This professional instability is symptomatic of a lack of motivation, even disengagement and high stress at work. Companies must therefore redouble efforts to retain their talents and improve working conditions.
A deterioration in the well-being of young employees
The well-being of young employees (under 35 years old) has seen a significant decline, falling from 35 % in 2022 to 31 % in 2023.
This decline is worrying and indicates an urgent need for targeted interventions. for this age group. Young employees, often more dynamic and innovative, see their potential and fulfillment hampered by stressful working conditions and a lack of positive prospects.
The influence of economics and policies on well-being at work
A dynamic labor market promotes well-being
Countries where it is easy to find a job have lower rates of active disengagement. A dynamic job market allows employees to more easily leave unsatisfactory work situations.
Economies offering many employment opportunities generally see an Increased well-being among their workers.
Labour law, an essential safety net
Certain labor laws, particularly those regarding fair wages, workplace safety, and family responsibilities, are associated with better assessment of current life by employees.
In Europe, countries with protective legislation, such as Norway and Denmark, see their employees being less stressed and having better emotional health.
Labour law plays a crucial role by offering a safety net and improving the quality of life of employees.
An optimistic future, a driving force for commitment
Employee engagement is strongly associated with hope for the future. Employees who are engaged have a more positive vision of their future, regardless of the legislative context in their country.
Hope and optimism are powerful drivers of satisfaction and productivity at work.
The key role of the manager for the well-being of employees and collective performance
Managers are the key to team engagement
Managers play a crucial role, representing 70% % of team engagement. Engaged managers are able to positively influence the engagement of employees, leading to more productive and satisfied teams.
One good management often translates into better Retaining talent and one Increased performance.
The daily challenges of managers
Managers experience more negative everyday experiences than non-managers and are more likely to seek a new job.
This highlights the importance of also supporting managers so that they can in turn support their teams effectively.
The stress and pressure felt by managers can have a domino effect on the entire organization.
Agile organizations, a model to follow
In the Agile companies, which promote well-being at work, trust, empowerment, kindness, etc., 75 % of the managers and 70 % of the employees are engaged.
These companies show that effective management practices and adequate support can transform engagement and well-being at work.
The initiatives of these organizations can serve as models for other companies seeking to improve their work environments.
4 ways to improve well-being at work and employee engagement
1. Develop the leadership skills of managers
Managers must develop their skills leadership : to be empathetic, able to motivate and support their teams.
Organizations have every interest in adopting management models that prioritize open communication, the recognition of individual contributions, accountability, and everyone’s contribution to the company’s objectives.
2. Promoting well-being at work
It emerges from this Gallup report that companies must investing in the well-being of their employees by offering psychological support programs, activities team building and physical health initiatives.
Flexible working hours, teleworking, and policies that promote a good quality of life at work can also help improve morale and reduce stress.
3. Encourage work-life balance
It is crucial to promote a healthy balance between work and private life.
Managers must encourage their teams to take breaks, to regularly use their leave, and to respect time-outs…
4. Implement diversity and inclusion policies
Companies can no longer ignore the implementation of effective diversity and inclusion policies.
An inclusive work environment where every employee feels valued and respected can significantly improve engagement and well-being.
The figures and lessons of the 2024 Gallup study are highlighted the importance of improving management practices and strengthening policies that promote the well-being of employees.
Targeted initiatives to reduce stress and increase employee engagement are crucial for improving organizational performance and employee well-being.
By investing in effective management strategies, ensuring fair working conditions, and supporting the mental well-being of their employees, companies can counteract the negative effects of disengagement and stress, while improving performance and job satisfaction.
