Fairness becomes the Most important factor in Employee Experience (EX)
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Relational and social aspects of work, such as fairness, #belonging, and #trust, are becoming more important as organizations tune into the Employee Experience (#EX). Employees are generally positive and feel good about the contributions they are making but they surfaced #fairness as the most important value which should be instructive as employers examine their #performancemanagement processes for equity and #bias and the success of performance management correlates with levels of trust across the organization, according to a new interesting second annual #research published by Betterworks called "State of Performance Enablement report" using data from 2029 randomly selected fully employed persons, balanced for gender and age, who are employed at organizations with a staff size of 1,000 or more employees.
?Fairness matter.
55% of employees rank fairness as the most important aspect of the employee experience.
? Majority of employees feel positive about their work
A plurality of employees they felt productive, confident, engaged, and even optimistic, according to this study.
?? Only 1 in 3 employees say the performance management review process helps them perform better.
37% of #workers with an opinion said that performance management is an outright failure in their company. That’s an “F” grade when it comes to their performance, alignment, and career growth
? The success of performance management correlates with levels of trust across the organization
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Researchers found that Employees who have confidence in their performance management review process have much higher trust in their organizations.
?? Only 32% of people trust their leaders, and only 26% said they trust #HR. This gap may be undermining overall faith in the system.
?? Researchers found more trust in #managers when people believe performance management is a success rising to 79% from a baseline of 63%. This is nearly double the level of trust in managers compared with employees who see performance management as a failure.
?And they found dramatic shifts in the levels of trust people have in organizational leaders and #humanresources, where trust in both organizational leaders and HR leaders is more than 4x higher when employees view #performance management as successful.
?? One reason so many workers lack confidence in their performance management and assessments may be a lack of organizational trust.?
?1 in 3 employees see performance reviews as very fair and equitable?
A majority of employees say performance reviews are biased, which explains why many see them as somewhat or completely ineffective.?
Researchers believed that this negative sentiment shows in important outcomes such as #productivity and discretionary effort resulting in the kind of #quietquitting discussed on social media.
Productivity is up to 23 points higher (83% vs. 60%) and engagement is up to 14 points higher (71% vs. 57%) among employees who see their reviews as very fair and equitable.
?? Employees who get feedback from their team in reviews are 2 - 4.5x more likely to feel reviews are unbiased
Thank you ??? Betterworks ?researchers team for these insightful findings:?
Helping Humans Flourish - Business Psychologist - Passionate Better-Maker - Personal Development and EX Specialist - Speaker - Leadership & Team Coach - NLP Master - High Performance Transformational Coach - Author
1 年Fascinating
Senior organisational development and transformation director, culture change consultant and executive coach
1 年I did a double take when I saw the posting said the data was from 2029. How interesting that would be! Looking into the future to really see what could happen if organisations genuinely took to heart what we all know might inspire more to act. Nicolas BEHBAHANI
Engagement & EX | Leadership | Culture
1 年Fantastic insights Nicolas BEHBAHANI - fairness, trust and respect are all key. Thanks so much for sharing!
Chief HX Officer at HXWize | Author | Speaker | Coach
1 年I appreciate the insight, but EX is so individual to people and culture and the kind of research so vastly different from this, that I don't know if it is possible to make a global statement as such. And 'Fairness' is a big word with different meanings (as are 'Belonging', etc.). I would be interested in what the UX community has to say about this. Human-centered Design is about people-centric research, understanding emotions, problems to solve, Moments that Matter, etc. and not big studies & benchmarks. It would be like saying 'Customer Service' is what matters most in CX. One of the things I appreciate about User Research is how specific and actionable it is - to the point of being able to create a specific 'Product' that addresses/improves the experience that can be validated. All of these categories are important, but User Research would go about it differently. Let's encourage EX professionals to do the hard work of researching their own people and not big studies & statements that we all have to measure up to. Otherwise, we kill the whole point of Employee (or Customer or User) Experience.