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Why Problem-Solving Skills Are Essential for Leaders in Any Industry

• 17 Jan 2023

Any organization offering a product or service is in the business of solving problems.

Whether providing medical care to address health issues or quick convenience to those hungry for dinner, a business’s purpose is to satisfy customer needs .

In addition to solving customers’ problems, you’ll undoubtedly encounter challenges within your organization as it evolves to meet customer needs. You’re likely to experience growing pains in the form of missed targets, unattained goals, and team disagreements.

Yet, the ubiquity of problems doesn’t have to be discouraging; with the right frameworks and tools, you can build the skills to solve consumers' and your organization’s most challenging issues.

Here’s a primer on problem-solving in business, why it’s important, the skills you need, and how to build them.

Access your free e-book today.

What Is Problem-Solving in Business?

Problem-solving is the process of systematically removing barriers that prevent you or others from reaching goals.

Your business removes obstacles in customers’ lives through its products or services, just as you can remove obstacles that keep your team from achieving business goals.

Design Thinking

Design thinking , as described by Harvard Business School Dean Srikant Datar in the online course Design Thinking and Innovation , is a human-centered , solutions-based approach to problem-solving and innovation. Originally created for product design, design thinking’s use case has evolved . It’s now used to solve internal business problems, too.

The design thinking process has four stages :

• Clarify: Clarify a problem through research and feedback from those impacted.
• Ideate: Armed with new insights, generate as many solutions as possible.
• Develop: Combine and cull your ideas into a short list of viable, feasible, and desirable options before building prototypes (if making physical products) and creating a plan of action (if solving an intangible problem).
• Implement: Execute the strongest idea, ensuring clear communication with all stakeholders about its potential value and deliberate reasoning.

Using this framework, you can generate innovative ideas that wouldn’t have surfaced otherwise.

Creative Problem-Solving

Another, less structured approach to challenges is creative problem-solving , which employs a series of exercises to explore open-ended solutions and develop new perspectives. This is especially useful when a problem’s root cause has yet to be defined.

You can use creative problem-solving tools in design thinking’s “ideate” stage, which include:

• Brainstorming: Instruct everyone to develop as many ideas as possible in an allotted time frame without passing judgment.
• Divergent thinking exercises: Rather than arriving at the same conclusion (convergent thinking), instruct everyone to come up with a unique idea for a given prompt (divergent thinking). This type of exercise helps avoid the tendency to agree with others’ ideas without considering alternatives.
• Alternate worlds: Ask your team to consider how various personas would manage the problem. For instance, how would a pilot approach it? What about a young child? What about a seasoned engineer?

It can be tempting to fall back on how problems have been solved before, especially if they worked well. However, if you’re striving for innovation, relying on existing systems can stunt your company’s growth.

Related: How to Be a More Creative Problem-Solver at Work: 8 Tips

Why Is Problem-Solving Important for Leaders?

While obstacles’ specifics vary between industries, strong problem-solving skills are crucial for leaders in any field.

Whether building a new product or dealing with internal issues, you’re bound to come up against challenges. Having frameworks and tools at your disposal when they arise can turn issues into opportunities.

As a leader, it’s rarely your responsibility to solve a problem single-handedly, so it’s crucial to know how to empower employees to work together to find the best solution.

Your job is to guide them through each step of the framework and set the parameters and prompts within which they can be creative. Then, you can develop a list of ideas together, test the best ones, and implement the chosen solution.

Related: 5 Design Thinking Skills for Business Professionals

4 Problem-Solving Skills All Leaders Need

1. problem framing.

One key skill for any leader is framing problems in a way that makes sense for their organization. Problem framing is defined in Design Thinking and Innovation as determining the scope, context, and perspective of the problem you’re trying to solve.

“Before you begin to generate solutions for your problem, you must always think hard about how you’re going to frame that problem,” Datar says in the course.

For instance, imagine you work for a company that sells children’s sneakers, and sales have plummeted. When framing the problem, consider:

• What is the children’s sneaker market like right now?
• Should we improve the quality of our sneakers?
• Should we assess all children’s footwear?
• Is this a marketing issue for children’s sneakers specifically?
• Is this a bigger issue that impacts how we should market or produce all footwear?

While there’s no one right way to frame a problem, how you do can impact the solutions you generate. It’s imperative to accurately frame problems to align with organizational priorities and ensure your team generates useful ideas for your firm.

To solve a problem, you need to empathize with those impacted by it. Empathy is the ability to understand others’ emotions and experiences. While many believe empathy is a fixed trait, it’s a skill you can strengthen through practice.

When confronted with a problem, consider whom it impacts. Returning to the children’s sneaker example, think of who’s affected:

• Your organization’s employees, because sales are down
• The customers who typically buy your sneakers
• The children who typically wear your sneakers

Empathy is required to get to the problem’s root and consider each group’s perspective. Assuming someone’s perspective often isn’t accurate, so the best way to get that information is by collecting user feedback.

For instance, if you asked customers who typically buy your children’s sneakers why they’ve stopped, they could say, “A new brand of children’s sneakers came onto the market that have soles with more traction. I want my child to be as safe as possible, so I bought those instead.”

When someone shares their feelings and experiences, you have an opportunity to empathize with them. This can yield solutions to their problem that directly address its root and shows you care. In this case, you may design a new line of children’s sneakers with extremely grippy soles for added safety, knowing that’s what your customers care most about.

Related: 3 Effective Methods for Assessing Customer Needs

3. Breaking Cognitive Fixedness

Cognitive fixedness is a state of mind in which you examine situations through the lens of past experiences. This locks you into one mindset rather than allowing you to consider alternative possibilities.

For instance, your cognitive fixedness may make you think rubber is the only material for sneaker treads. What else could you use? Is there a grippier alternative you haven’t considered?

Problem-solving is all about overcoming cognitive fixedness. You not only need to foster this skill in yourself but among your team.

4. Creating a Psychologically Safe Environment

As a leader, it’s your job to create an environment conducive to problem-solving. In a psychologically safe environment, all team members feel comfortable bringing ideas to the table, which are likely influenced by their personal opinions and experiences.

If employees are penalized for “bad” ideas or chastised for questioning long-held procedures and systems, innovation has no place to take root.

By employing the design thinking framework and creative problem-solving exercises, you can foster a setting in which your team feels comfortable sharing ideas and new, innovative solutions can grow.

How to Build Problem-Solving Skills

The most obvious answer to how to build your problem-solving skills is perhaps the most intimidating: You must practice.

Again and again, you’ll encounter challenges, use creative problem-solving tools and design thinking frameworks, and assess results to learn what to do differently next time.

While most of your practice will occur within your organization, you can learn in a lower-stakes setting by taking an online course, such as Design Thinking and Innovation . Datar guides you through each tool and framework, presenting real-world business examples to help you envision how you would approach the same types of problems in your organization.

Are you interested in uncovering innovative solutions for your organization’s business problems? Explore Design Thinking and Innovation —one of our online entrepreneurship and innovation courses —to learn how to leverage proven frameworks and tools to solve challenges. Not sure which course is right for you? Download our free flowchart .

About the Author

Why are problem solving skills in the workplace so important? Subskills, benefits, scenarios

Test your candidates' problem-solving skills with testgorilla.

The importance of problem-solving skills in the workplace can’t be overstated. Every business and job role has its problems. From entry-level hires to senior staffers, every one of your employees will face challenges that don’t can’t be answered by doing a quick Google search – or asking ChatGPT to come up with solutions.

That’s why employers must hire people with excellent problem-solving skills, especially for roles that require dealing with complex business challenges, tight deadlines, and changing variables – for example, when recruiting leaders .

But what are problem-solving skills? What role do they play in the workplace? 

And, most importantly, how can you evaluate candidates’ skills before you hire them?

Table of contents

What are problem solving skills, the benefits of problem solving skills: why are problem solving skills important , examples of problems at the workplace – and how problem solving skills can help, how to assess problem solving skills, evaluate problem solving skills and hire candidates who can think for themselves.

To fully understand the importance of problem-solving skills in the workplace, it’s important first to understand the broad skill set that we commonly refer to as “problem solving skills”. 

Generally, problem-solving refers to a person’s ability to successfully manage and find solutions for complex and unexpected situations. 

Candidates with great problem-solving skills have a combination of analytical and creative thinking. They’re comfortable with making decisions and confident enough to rise to challenges in the workplace.

These candidates possess a combination of analytical, creative, and critical-thinking skills – and a high level of attention to detail . As a result, they will quickly identify problems when they arise and identify the most effective solutions. 

They’ll also identify the factors and forces that might have caused the problem and instigate changes to mitigate future challenges.

There are six key problem-solving skills that you should look for when assessing job candidates: 

1. Listening skills

Active listeners are generally great problem solvers. 

They can listen to those around them to gather the information needed to solve the problem at hand. They also recognize the importance of valuing others’ opinions and experiences to help understand why the problem occurred and define the best course of action to remedy it. 

2. Analytical thinking skills 

Analytical thinkers can identify the logical reasons why a problem occurred, what the long-term effects of the issue could be, and identify how effective different solutions might be to select the most practical one. 

That’s why it’s essential to assess analytical thinking skills during recruitment.

3. Creative thinking skills

Creative thinkers can balance their analytical skills with creative approaches to challenges. Creative thinking skills enable individuals to uncover innovative and progressive solutions to problems. 

In this way, they’re able to provide new perspectives and provide imaginative and experimental solutions to all kinds of problems. 

4. Communication skills 

Problem solvers should also possess great communication skills . The ability to effectively relay complex information thoroughly yet succinctly is a huge benefit for employers working in fast-paced environments. 

5. Decision-making skills 

Those with problem-solving skills will also possess the ability to make decisions and be confident in them. This is important, because most problem-solving involves making firm decisions to reach a successful outcome. 

6. Teamwork

Although problem-solvers need to be independent thinkers, it’s also vital for them to work well as part of a team . 

Determining the best solution often requires collaboration, so it’s important that candidates can demonstrate how they can motivate others to come up with the best solutions and work with them to help develop and implement solutions. 

Problem-solving skills enable you to find candidates who are cognitively equipped to handle anything their jobs throw at them.

Problem solvers can observe, judge, and act quickly when difficulties arise when they inevitably do. Moreover, they are not afraid of the unknown, which is invaluable to employers who rely on their employees to identify and solve problems. 

There are several important benefits of problem-solving skills in the workplace. Below, we’ll go through five of the most significant ones that all problem solvers can bring to their roles and workplaces: 

1. Ability to organize their time intelligently 

Time management skills can often be underlooked as one of the benefits of problem-solving skills in the workplace. 

However, those with problem-solving abilities also typically possess stellar time-management skills. The ability to manage their time wisely and laser-focus on what’s important to the business will lead to better decision-making and business impact. 

2. Ability to prioritize, plan, and execute strategies

Problem solvers have no issue with carefully assessing customer and business needs and deciding how to prioritize, plan, and execute strategies to meet them. They can manage all moving parts and strategize to meet multiple unique demands.

3. Ability to think outside the box

Problem solvers can often identify hidden opportunities in problems. Thinking outside of the box is an important problem-solving skill in the workplace, because it can often lead to better outcomes than the originally expected ones. 

4. Ability to work under pressure

This is often one of the most important benefits of problem-solving skills in the workplace. Problem solvers often work well under pressure, for example when dealing with short deadlines and changing project requirements.

Depending on your workplace culture, you might prefer someone who can deliver quick solutions or someone who takes their time to identify the next steps. Both are valid and important problem solving qualities. 

5. Ability to address risk

Planning is an important problem-solving skill. Problem solvers are not just equipped to deal with the problem at hand but are also able to anticipate problems that will arise in the future based on trends, patterns, experience, and current events.

Let’s now look at some specific examples of problems that could arise at the workplace – at any workplace, really – and how employees’ problem solving skills can help address each issue. 

Below, you’ll find five typical scenarios where problem solving skills are essential.

Conflict between team members

Poor team dynamics or lack of a collaborative spirit might result in frequent workplace conflicts – especially within larger teams.

For example, members of cross-functional teams might disagree on the way they should address a particular issue or even on the priority they should give to it. 

How problem solving skills can help: 

Teamwork is essential when solving conflict – and a cornerstone of effective cross-functional team leadership .

For this, coworkers need to share a common understanding of the team’s goals and also be willing to work towards achieving them, even when they disagree on the specific approaches to each goal.  The ability to understand others’ perspectives, analyze information critically, and come up with a few different solutions is key to finding a common ground and making progress on the team’s objectives.

Inefficient processes

Outdated, inefficient processes can reduce productivity and frustrate employees.

Multi-step approval processes are a typical example of this. Having multiple layers of approval for routine decisions can significantly slow down team progress and lead to missed opportunities.

Analytical thinking skills are key in identifying inefficiencies and building better procedures. Employees or team leads can build flowcharts that speed up decision making without having to ask a supervisor’s permission at every step of the process. 

Book a free live demo with us and learn how quick and easy it is to create an online skills assessment

Poor communication can lead to misunderstandings and lack of clarity and direction – which, in turn, can be detrimental to team performance. 

For example, if you’re a remote-first company, maintaining clear and effective remote communication can be challenging. 

The over-reliance on emails and messaging apps might make it feel like teams are communicating effectively and are always connected. However, the lack of non-verbal cues and face-to-face interactions might make it more difficult to build rapport and a positive workplace culture .

Listening skills are essential to solving communication issues – and good listeners are often excellent at solving problems by recognizing, understanding, and acknowledging others’ points of view. 

One-on-one meetings enable people to communicate more freely and effectively and solve challenges together, so consider encouraging team members to hop on a call each time they encounter a difficult challenge.

Additionally, you can help employees bond with each other with some remote team building activities to improve team cohesion. Plus, problem solving challenges can be excellent team building exercises.

Technological disruptions 

New technologies often disrupt the usual ways of doing things – and sometimes, this can be disruptive for entire teams’ work. 

For example, generative AI and automation technologies have revolutionized numerous types of work, including data analysis, marketing, customer service, and even content creation.

Creative thinking and cognitive flexibility are among the top 10 most important skills of the future , according to the World Economic Forum. Both are essential for adopting new technologies successfully – and finding ways to make the most out of each new tool to improve productivity. 

Insufficient onboarding resources 

Team members may struggle to do their best work if they haven't received proper training or resources.

For example, start-ups that experience rapid growth might hire a few employees at once – or even entire teams. 

If they fail to allocate sufficient time and resources to onboarding new hires, this might lead to lost productivity, a lacking sense of belonging, or increased turnover. That’s true not only for junior employees but also for newly hired senior leaders , as the Harvard Business Review points out.

Your leadership team’s analytical and decision-making skills are crucial in enabling them to distribute limited resources in a way that would give their teams the best chances of success. 

To build a solid onboarding process , you need leaders who are able to take ownership of it – and who have the right problem-solving skills.

Many organizations use problem-solving interview questions to identify the right candidates for their job openings. However, the most effective way to assess problem-solving skills is with pre-employment skills assessments . 

That’s because skills tests provide an objective way to quantify a candidate’s problem-solving skills in a way that isn’t possible during an interview.

How problem solving skills tests work

Tests like TestGorilla’s problem-solving skills test assist organizations in finding candidates who are able to quickly identify the key elements of the problem and work through the problem at speed without making mistakes. 

By presenting candidates with a wide range of questions related to typical problem-solving scenarios, hiring teams can rank their candidates based on an intensive assessment of each candidate’s skill level.

The test specifically evaluates whether a candidate can perform problem-solving tasks like:

Creating and adjust schedules

Prioritizing items based on a given set of rules

Interpreting data and applying logic to make decisions

Analyzing textual and numerical information to draw conclusions

As you can see, even the best interviewer would have trouble assessing each of these skill areas while still covering all the other questions that they need to ask. 

If you’re convinced of the importance of problem-solving skills in the workplace and want to build a team of employees that can think independently and solve their own problems without constant supervision, assess problem-solving skills during the hiring process. 

Problem-solving skills tests like ours are an excellent way to achieve this – especially if you combine them with other skills tests. Check out our extensive test library for other tests you can use in your talent assessment process to hire the best talent. 

Sign up for our free plan to start building your first assessment – or schedule a demo with one of our experts to see how to evaluate applicants’ problem solving skills quickly, efficiently, and without bias. 

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93 Most Compelling Workplace Statistics

As a manager, you most likely have goals to increase productivity, employee engagement, and job satisfaction, as well as to reduce stress, turnover and performance management issues.

Solving for these lofty goals can prove challenging, but it starts with an understanding of the problem (hence the statistics) and then a willingness to engage in coaching relationships with your team.

In an effort to facilitate meaningful development conversations between managers and employees, we combed through stacks and stacks of workplace research to weed out the inaccurate, outdated and misleading statistics.

What’s left is a compilation of the best current research to provide you with over 90 of the most compelling workplace statistics. These statistics are designed to give you a better understanding of root problems and potential areas for improvement in aspects such as interviewing, productivity, onboarding, and employee-manager relations.

Each statistic references the source we drew it from so you know it's accurate, and since we've reduced the information to the simplest format possible, you can spend more time in conversation with your employees.

How to use these statistics

Every statistic comes with a conversation prompt and an action item .

The Conversation Prompt:

We designed the conversation prompt to be the opening serve in the coaching session. Using that as a beginning, you can find out your employee's beliefs, background, and experiences around the topic mentioned in the statistic. From there, it's up to you to direct the conversation in the way you believe will most benefit your employee. The Action Item:

Remember, great coaching involves more than just conversation. Use the action item on each card as bite-sized activities your employee can complete in a few minutes, or at most an hour, over the next week. By completing this small action step, your employee can start to practice the ideas you've just talked about. In many cases, the action item from one session may help you generate conversation at the next session.

Table of Contents

Productivity

Performance Management and the Employee/Manager Relationship

Millennials and Gen-Z

Remote Work

Demographic Trends

Recognition and Appreciation

Employee Development

Hiring & Interviewing

Let’s dig in!

Statistics on Productivity

89% of HR leaders agree that ongoing peer feedback and check-ins are key for successful outcomes

Source: https://www.globoforce.com/press-releases/globoforce-shrm-human/

Conversation Prompt: Are you getting regular, helpful feedback from your peers?

Action Item: Get helpful feedback from one peer this week, and give actionable feedback to one peer this week. Write down what was said, when, and by whom so we can discuss it in our next session.

Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work

Source: https://www.salesforce.com/blog/2018/02/why-equality-and-diversity-need-to-be-priorities

Conversation Prompt: Tell me about a time that you really felt your voice was heard at work.

Action Item: Share with me in writing one thing that you think our company could be doing better.

According to the Centers for Disease Control and Prevention (CDC), "productivity losses from missed work cost employers $225.8 billion, or $1,685 per employee, each year." By carefully planning and designing policies, managing absenteeism and its administration, and tackling the underlying causes (e.g., health issues, employee morale), an organization can significantly reduce the impact of employee absences on its bottom line.

Source: https://www.cdc.gov/chronicdisease/resources/publications/aag/workplace-health.html

Conversation Prompt: Manager shares a story that begins, "I once took the day off to …"

Action Item: Confirm with HR that you are on track to take off all your vacation days and personal days this year.

In 2017 the U.S. Department of Labor (DOL) estimated that almost 3% of an employer's workforce was absent on any given day. The high price of absenteeism affects organizations, even more, when lost productivity, morale and temporary labor costs are considered.

Source: https://www.shrm.org/resourcesandtools/tools-and samples/toolkits/pages/managingemployeeattendance.aspx

Conversation Prompt: Do you ever feel like skipping work? Tell me about it.

Action Item: Do you know our policy and benefit package around personal days or mental health days along with sick days? Research and let’s discuss next week.

A SHRM strategic benefits survey found that about two-thirds (68%) of HR professionals indicated their organization offered some type of wellness program, resource or service to employees. Among these respondents, 65% reported that wellness initiatives were "somewhat effective" or "very effective" in reducing the costs of healthcare; 72% indicated they were "somewhat effective" or "very effective" in improving the overall physical health of their employees.

Source: https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM-Survey-Findings-Strategic-Benefits-Wellness-Initiatives.pdf

Conversation Prompt: Do you have a written plan for fitness and nutrition?

Action Item: Write down one specific action you can take this week to improve your mental or physical health. Let's discuss it during our next meeting.

Gallup polling has revealed that 99 out of 100 people say they want a more positive environment at work, and 9 out of 10 say they're more productive when they're around positive people.

Source: https://news.gallup.com/businessjournal/12577/Be-Nice-Its-Good-for-Business.aspx

Conversation Prompt: Why does a positive attitude matter in the workplace?

Action Item: At our next meeting, be ready to answer these questions:

What are the behaviors that make you successful in your job?

What are behaviors do you see others exhibit that limit their success?

Ready to empower your managers with the tools they need to increase productivity at your organization? Request a demo now.  

Statistics on Engagement

Only 15% of employees worldwide are engaged in their jobs

Source: https://www.gallup.com/workplace/238079/state-global-workplace-2017.aspx

Conversation Prompt: How would you define "employee engagement?"

Action Item: Next week, bring a list of the three regular tasks you find most engaging and the three you find least engaging.

According to a survey by HCI and the International Coach Federation, employees in organizations with strong coaching cultures are 24% more likely to be rated as highly engaged.

Source: https://www.careercompasscanada.com/wp-content/uploads/2016/10/2016-Building-a-Coaching-Culture-for-Managers-and-Leaders-Final.compressed.pdf

Conversation Prompt: What competencies would you like to develop while you work for this organization?

Action Item: Write down one or two specific competencies you could help someone else develop.

Companies with a highly-engaged workforce are 21% more profitable. Employee engagement isn't just about soft, intangible and feelings-based reviews about employee well-being. Employee engagement has a very real impact on business success, and employee engagement should be considered a part of a business strategy. According to Gallup’s meta-analysis, the business or work units that scored the highest on employee engagement showed 21% higher levels of profitability than units in the lowest quartile. Companies with a highly engaged workforce also scored 17% higher on productivity.

Source: https://www.gallup.com/workplace/236927/employee-engagement-drives-growth.aspx

Conversation Prompt: Why do you think employee engagement has a very real impact on business success?

Action Item: Make a note of a time that you were deeply engaged in a project and your engagement had a quantifiable impact. Let's discuss it at our next meeting.

Small firm employees feel far more engaged in their work than their corporate counterparts

Source: *The New Employee/Employer Equation Survey was conducted by Harris Interactive, Inc., a leading market research firm, and included responses from a nationwide sample of 7,718 American employees 18 and over.

Conversation Prompt: Why do you think small firm employees feel far more engaged in their work than their corporate counterparts?

Action Item: One of the reasons employees at small firms feel more engaged may be that they can do more varied and interesting work. Are there some activities beyond your job description you'd like to get more involved in?

Only 49% of full-time workers responded that they had “a great deal of trust” in those working above and alongside them.

Source: https://hbr.org/2016/07/a-global-survey-on-the-ambiguous-state-of-employee-trust

Conversation Prompt: Who is someone in the office you have a great deal of trust in? Why?

Action Item: What's something you have wanted to share with me but were afraid to do? (It may take the employee a week or so to develop and articulate an answer to this question.)

“Employees who felt that their leaders treated them with respect were 63% more satisfied with their jobs, 55% more engaged, 58% more focused, and 110% more likely to stay with their organization.”

Source: http://uli.org/wp-content/uploads/ULI-Documents/The-Human-Era-at-Work.pdf

Conversation Prompt: What does it mean for someone to treat you with respect?

Action Item: Be purposeful about "owning the result" this week. If you make a mistake, admit it right away. If you're responsible for something great happening, don't try to deflect the praise. Tell me about it in next week's meeting.

Employees who work at least 55 hours, compared to those who work 40 hours or less, report feeling 21% less engaged and 27% less focused.

Conversation Prompt: When is the last time you felt overworked?

Action Item: Check with HR to make sure you are on track to take all your vacation days this year and that you are not regularly working more than 45 hours a week.

Most companies fall far short of communicating their mission to their employees in a clear and compelling way. Only 34% of respondents said that they felt a connection to their company’s mission, and those who didn’t feel such a connection were 62% less likely to stay with their employers and 45% less engaged.

Conversation Prompt: Can you quote our company's mission statement?

Action Item: Write out our company's mission statement in your own words.

The top drivers of employee engagement continue to be belief in and communication from senior leadership and career growth and development.

Source: http://newmeasures.com/wp-content/uploads/2019/06/Newmeasures-White-Paper-Trends-in-Employee-Engagement-Final.pdf

Conversation Prompt: Which of these two things are most motivating for you? Why?

Action Item: What's one specific thing you think I could be doing better as a leader in this company?

Ready to empower your managers with the tools they need to increase engagement at your organization? Request a demo now.

Statistics on Performance Management and the Employee/Manager Relationship

Positive behavior change in the areas of time management, faster onboarding, and decision making have all been observed as a result of strategically designed and implemented coaching in organizations.

Source: Trenner, L. (2013). Business coaching for information professionals: Why it offers such good value for money in today’s economic climate. Business Information Review, 30 (1), 27-34.

Conversation Prompt: If you were hired to be the head of culture at a company — any company — what's the first thing you would do to set up a strong coaching culture there?

Action Item: List three ideal outcomes you'd like to see from our coaching sessions.

Hard financial benefits such as increased productivity and work quality have all been observed as a result of strategically designed and implemented coaching in organizations.

Conversation Prompt: How would you define "coaching" as a role?

Action Item: Identify one area in which you would like specific coaching.

Soft, intangible benefits such as decreased stress, increased engagement, improved teamwork and job satisfaction have all been observed as a result of strategically designed and implemented coaching in organizations.

Conversation Prompt: Tell me about the best coaching experience you ever had. What made it great?

Action Item: Determine three actions you could take over the next six months to help develop your leadership skills. Let's create a plan around those.

CEB research has found that more than 9 in 10 managers are dissatisfied with how their companies conduct annual performance reviews, and almost 9 in 10 HR leaders say the process doesn’t yield accurate information.

Source: https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/performance-reviews-are-dead.aspx

Conversation Prompt: What's the most helpful or unhelpful performance review you've ever undergone?

Action Item: In what three areas would you most like feedback at your next performance review?

96% of employees rate empathy as important for companies to demonstrate.

Source: https://info.businessolver.com/hubfs/empathy-2018/businessolver-empathy-executive-summary.pdf

Conversation Prompt: How would you define empathy?

Action Item: Make a note of one specific time this week that you showed empathy to someone else and one time that someone showed it to you. Let's discuss these next time we meet.

Only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work.

Source: https://www.gallup.com/workplace/238064/re-engineering-performance-management.aspx

Conversation Prompt: Tell me about a time you did outstanding work, something you're really proud of.

Action Item: Write down one thing I can do to help your work move closer to "outstanding." Let's discuss it next time.

30% of employees strongly agree that their manager involves them in goal setting.

Conversation Prompt: What is one goal you are working toward this year?

Action Item: Tell me in writing how accomplishing your goals will further the organization toward accomplishing our collective goals this year?

Employees whose managers involve them in goal setting are 3.6x more likely than other employees to be engaged.

Conversation Prompt: How were you involved in setting your goals this year?

Action Item: Start keeping a document of ideas for goals you think would be valuable for you to pursue so that you can share it with me when we plan for next year.

21% of employees strongly agree they have performance metrics that are within their control.

Conversation Prompt: What performance metrics are used to evaluate you?

Action Item: Find and share one performance metric you'd like to see used to evaluate your work this year.

Only 14% of employees strongly agree that the performance reviews they receive inspire them to improve.

Conversation Prompt: Share with your employee about one particularly unhelpful or uninspiring performance review you received.

Action Item: What is one piece of feedback you would find particularly helpful to receive during a performance review?

A Harvard Business Review survey found that while 58% of people trust strangers, only 42% trust their own boss.

Source: Segalla (2009)

Conversation Prompt: What are the top 3 characteristics you look for when deciding if a person is trustworthy or not?

Action Item: In our next meeting, please let me know which one of the three characteristics you named you see most, or least, prominently in me.

The three leadership characteristics that had the biggest impact on all performance variables were 1) treating employees with respect, 2) recognizing and appreciating them, and 3) being positive and optimistic.

Conversation Prompt: Tell me about a time you felt that our company particularly appreciated you.

Action Item: What is one way we could better show our appreciation for your contributions here?

Employees who felt their leaders treated them with respect were 63% more satisfied with their jobs, 55% more engaged, 58% more focused, and 110% more likely to stay with their organization.

Conversation Prompt: What does it mean to treat someone with respect? How is it more than simply being "nice?"

Action Item: When you see a leader in our company being especially respectful this week, make a note of it. Let's discuss what happened and your thoughts about it at our next session.

Only 21% of our survey respondents told us that their leaders model sustainable work practices.

Conversation Prompt: What do you think this survey means by "sustainable work practices?"

Action Item: Write down one way our organization could help you meet your physical, spiritual, emotional, or mental health needs.

32% of employees say they have to wait more than three months to receive feedback from their managers.

Source: https://www.officevibe.com/state-employee-engagement

Conversation Prompt: Why does it take managers so long to provide feedback?

Action Item: Create a priority system for me so I know the things you want immediate feedback on, the things that can wait a week or two, and the things that can wait for quarterly or annual conversations.

Ready to empower your managers with the tools they need to improve relationships with employees at your organization? Request a demo now.

Statistics on Millennials and Gen-Z

“Burnout affects millennial retention: 84% of millennials say they have experienced burnout at their current job, compared to 77% of all respondents. Nearly half of millennials say they have left a job specifically because they felt burned out, compared to 42% of all respondents.”

Source: https://www2.deloitte.com/us/en/pages/about-deloitte/articles/burnout-survey.htm

Conversation Prompt: Share a story about a time you burned out or almost burned out and what happened.

Action Item: If you were managing an employee who exhibiting signs of burnout, what would you do?

47% of millennials started looking for another job after receiving their performance review results.

Source: https://news.adobe.com/press-release/corporate/performance-review-peril-adobe-study-shows-office-workers-waste-time-and

Conversation Prompt: Tell me about a time you went through a particularly difficult performance review. How did it make you feel?

Action Item: If you were managing an employee whose performance fell short of expectations, how would you handle the situation?

Among Millennials, around four-in-ten (39%) of those ages 25 to 37 have a bachelor’s degree or higher, compared with just 15% of the Silent Generation, roughly a quarter of Baby Boomers and about three-in-ten Gen Xers (29%) when they were the same age.

Source: https://www.pewsocialtrends.org/essay/millennial-life-how-young-adulthood-today-compares-with-prior-generations/

Conversation Prompt: Why did you make the educational choice you did after high school? Would you make the same choice again if you could get a do-over?

Action Item: What unique contributions does your educational background make to your work here? Let's discuss the connections between your degree and your job when we meet again.

Millennials number about 73 million and are overtaking Baby Boomers as the largest living adult generation. Although a greater number of births underlie the Baby Boom generation, Millennials will outnumber Boomers in part because immigration has been boosting their numbers.

Conversation Prompt: How do you think Millennials will change the workplace?

Action Item: What's one specific thing you can do to help bridge generational gaps in our company?

“Looking ahead at the next generation, early benchmarks show Generation Z (those ages 6 to 21 in 2018) is on track to be the nation’s most diverse and best-educated generation yet. Nearly half (48%) are racial or ethnic minorities. And while most are still in K-12 schools, the oldest Gen Zers are enrolling in college at a higher rate than even Millennials were at their age.”

Conversation Prompt: How do you think Gen Z will change the workplace?

Action Item: If you were a manager, how would you celebrate and encourage diversity in idea sharing, hiring, and promotion?

“Millennials are always on their smartphones—no surprise there. They own, on average, 7.7 connected devices and use 3.3 each day.”

Source: https://theblog.adobe.com/sick-hearing-millennials-read

Conversation Prompt: When did you get your first smartphone?

Action Item: How can you use your smartphone in ways that improve your work?

As of 2011, Millennials launched almost 160,000 startups, per month, and made up nearly one-third of all entrepreneurs in the U.S.

Source: 2011 The Ewing Marion Kauffman Foundation and the Young Invincibles

Conversation Prompt: Why do you think Millennials are so entrepreneurial?

Action Item: What new program or idea would you like to start and manage in our office?

Millennials now make up 50% of the workforce and bring a strong preference for the immediate recognition of accomplishments.

Source: https://www.lvb.com/managing-millennials-it%c2%92s-all-about-immediate-recognition/

Conversation Prompt: Do you think providing immediate recognition for accomplishments is helpful or harmful in the long term? Why?

Action Item: How could we better create a system for sending and receiving immediate feedback? Think of a few ideas and let’s discuss next week.

Millennials prioritize the ability to travel, with 60% saying it’s one of the primary reasons they work, second only to paying for basic necessities (82%) and ahead of saving for retirement (55%) and paying off debt (50%).

Source: https://www.flexjobs.com/blog/post/survey-finds-varying-attitudes-millennials-older-workers-about-key-workplace-issues/ (do we trust this source?)

Conversation Prompt: What are the primary reasons you work?

Action Item: Imagine you are conducting a job interview, and you want to better understand the interviewee’s work motivations. What questions would you ask?

Ready to empower your managers with the tools they need to bridge the generational gap at your organization? Request a demo now.

Statistics on Morale

“Companies should consider workplace culture, not just well-being programs: One in four professionals say they never or rarely take all of their vacation days. The top driver of burnout cited in the survey is the lack of support or recognition from leadership, indicating the important role that leaders play in setting the tone.”

Source: https://www2.deloitte.com/us/en/pages/about-deloitte/articles/burnout-survey.html

Conversation Prompt: What do you think about employees who use all their vacation days?

Action Item: If you were a manager, how would you encourage your employees to take time off?

Employee morale can affect an employer's absenteeism rate: Organizations with good or very good morale experience a lower rate of unscheduled absences than those reporting poor or fair morale. Likewise, the effect of morale on how well absence control programs work is reflected across the board. Overall, organizations with good or very good morale rate their absence control policies and work/life programs as more effective than do their counterparts with poor or fair morale.

Source: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingemployeeattendance.aspx

Conversation Prompt: How would you rate your morale right now? Has it increased or decreased in the last month?

Action Item: What do you think would improve morale in our office? Let’s discuss your ideas next week.

A decade of research proves that happiness raises nearly every business and educational outcome: raising sales by 37%, productivity by 31%, and accuracy on tasks by 19%, as well as a myriad of health and quality of life improvements.

Source: https://hbr.org/2011/06/the-happiness-dividend

Conversation Prompt: What do you think makes people happy at work?

Action Item: Write down three things you can control that would make you happier at work. Choose one. Make it happen.

Across America, 45% of workers say they are either satisfied or extremely satisfied with their jobs.

Conversation Prompt: What do you think is the key variable that makes people either satisfied or unsatisfied with their jobs?

Action Item: Consider what it would take for you to say you are "extremely satisfied" with your job. Write it down. Let's discuss it next week.

Only 20% of employees feel very passionate about their jobs

Conversation Prompt: What’s something that, when immersed in it, you lose track of time?

Action Item: Identify a new skill you'd like to learn this year, something that would help kindle your passion for your job.

33% of employees believe they have reached a dead-end in their career

Conversation Prompt: Sometimes people feel like they've reached a dead end when they haven't. How can you tell a legitimate dead-end from a place you just need to push through?

Action Item: Read The Dip: A Little Book That Teaches You When to Quit by Seth Godin.

21% of employees are eager to change careers

Conversation Prompt: Share with your employee a time you either changed careers or thought about changing careers.

Action Item: Write out your personal vision for where you see yourself in one, three, and five years. Let's discuss at our next session.

Ready to empower your managers with the tools they need to increase morale at your organization? Request a demo now.

Statistics on Turnover

“A Watson-Wyatt Reward Plan Survey of 614 employers with 3.5 million employees showed that the average turnover rate of employers with a clear reward strategy is 13% lower than that of organizations without one.”

Source: Watson-Wyatt Reward Plan Survey

Conversation Prompt: Do you feel like our company does a good job of rewarding your performance?

Action Item: Identify the top three behaviors you think should be rewarded at our company.

“Gallup’s study of nearly five million employees reveals that an increase in recognition and praise in an organization can lead to lower turnover, higher customer loyalty and satisfaction scores, and increases in overall productivity.”

Source: Gallup

Conversation Prompt: Tell me about a time you thought you did something that deserved recognition but didn't receive it.

Action Item: Write down three non-monetary rewards you would find effective motivators as an employee.

According to Gallup's 2017 State of the American Workplace report, 51% of currently employed adults in the U.S. say they are searching for new jobs or watching for new job opportunities. What's more, they are optimistic about their chances: 47% of workers say now is a good time to find a quality job.

Source: https://www.gallup.com/workplace/236216/tomorrow-half-company-quitting-win-back.aspx

Conversation Prompt: What do you think is the number one reason people leave our company for another place to work?

Action Item: Identify one action you could take that would help our workplace retain more employees.

According to Gallup analytics, 91% of employees say the last time they changed jobs, they changed companies to do so. And employees still leave organizations that they believe in, where they love the pay and perks, and where they have been productive. The reason? Many people leave because of bad managers.

Conversation Prompt: Have you ever left a workplace due to a bad manager? Can you tell me about that?

Action Item: Imagine that you are a manager, and you realize an employee is searching for another job because they don't like working for you. How would you handle the situation? Let's discuss at the next meeting.

A lack of recognition remains one of the most common reasons why employees leave an organization.

Conversation Prompt: How would you most like to be recognized for your accomplishments?

Action Item: Consider keeping a kudos document. Note your accomplishments on it as you have them. Share the document with me.

58% said they would take a job with a competing company if the new company had a better culture than the current one.

Source: https://resources.speakap.com/hubfs/resources/en/Research%20Study%20-%20The%20Culture%20Factor%20-%20Improving%20Employee%20Loyalty%20&%20Relationships.pdf

Conversation Prompt: What does a great office culture look like to you?

Action Item: Identify one specific way you could help boost our office culture and do it this week. Let me know what it was at our next session.

Ready to empower your managers with the tools they need to reduce stress at your organization? Request a demo now.

Statistics on Remote Work

“Upwork, the largest freelancing website, today released the results of its second annual Future Workforce Report, which explores hiring behaviors of over 1,000 U.S. managers. As companies struggle to fill the skills gap, they’re embracing agile, remote teams to get work done. Nearly two-thirds (63%) of companies today have remote workers, yet a majority lack remote work policies.”

Source: https://www.upwork.com/press/2019/03/05/third-annual-future-workforce-report/

Conversation Prompt:

(For companies that don't have a remote work policy) Do you have experience with remote work at a previous employer? Tell me about how that worked.

(For companies that do have a remote work policy) What do you like best about our remote work policy? What would you change?

Action Item:

(For companies that do have a remote work policy) Check with HR to make sure you are taking full advantage of our remote work policy.

(For companies that don't have a remote work policy) Would you be interested in serving on a team that researched and recommended a remote work policy for our office?

Employed Americans may be more open to a job that’s further from home but offers remote work capabilities, rather than a job close to home but mandates more consistent on-site work. Over 2 in 5 employed Americans (42%) would switch jobs for a flexible work environment, while less than one quarter (24%) would switch for a better commute.

Source: https://www.globenewswire.com/news-release/2018/04/11/1468489/0/en/Yoh-Survey-Excluding-a-Raise-Flexible-Work-Environment-and-Better-Benefits-Top-the-Reasons-Employed-Americans-Would-Accept-a-New-Job-Offer.html

Conversation Prompt: Would you rather have a shorter commute or a more flexible work environment?

Action Item: Workplace flexibility can mean a lot of things from time and telecommuting to job sharing and self-management. In what area would you like to have a more flexible work life? Let's discuss next time.

Statistics on Workplace Burnout and Stress

“Employee burnout has no boundaries: 91% of respondents say having an unmanageable amount of stress or frustration negatively impacts the quality of their work. 83% of respondents say burnout from work can negatively impact their personal relationships.”

Conversation Prompt: What situations create stress in the workplace for you?

Action Item: What is one stress management technique you have not yet tried? Use it this week, and let me know how it works for you.

"Passion may not prevent workplace stress: 87% of professionals surveyed say they have passion for their current job but 64% say they are frequently stressed, dispelling the myth that passionate employees are immune to stress or burnout.”

Conversation Prompt: Have you ever burned out on something you were once passionate about?

Action Item: Identify one new boundary you could set that wouldn't limit your passion but would forestall possible burnout. (Example: Not checking emails between 8:00 pm and 8:00 am)

“Many companies may not be doing enough to minimize burnout: Nearly 70% of professionals feel their employers are not doing enough to prevent or alleviate burnout within their organization. 21% of respondents say their company does not offer any programs or initiatives to prevent or alleviate burnout.”

Conversation Prompt: What does our company do that helps prevent or alleviate burnout?

Action Item: If we were to do a team activity to help us have some fun, what could we do? Would you be willing to help me plan it?

83% of US workers suffer from work-related stress.

Source: https://www.stress.org/42-worrying-workplace-stress-statistics

Conversation Prompt: What causes people to suffer from work-related stress?

Action Item: Watch for a time you self-impose work stress this week. Let's talk about it at our next session.

“78% of full-time workers said they live paycheck-to-paycheck, up from 75% last year, according to a recent report from CareerBuilder.”

Source: http://press.careerbuilder.com/2017-08-24-Living-Paycheck-to-Paycheck-is-a-Way-of-Life-for-Majority-of-U-S-Workers-According-to-New-CareerBuilder-Survey

Conversation Prompt: Why do you think the number of people living paycheck-to-paycheck is increasing?

Action Item: Is there any resource our company could provide to help our team better manage their personal finances?

Top sources of workplace stress: Heavy workload/looming deadlines (33%), Unrealistic expectations of managers (22%), Attaining work-life balance (22%), Coworker conflicts (15%). (Accountemps)

Source: https://www.prnewswire.com/news-releases/the-heat-is-on-six-in-10-employees-report-increased-work-stress-300401103.html

Conversation Prompt: What is a source of workplace stress for you?

Action Item: Identify one strategy you could use to reduce workplace stress this week. Let me know what it is and how it worked for you.

Ready to empower your managers with the tools they need to reduce burnout and stress at your organization? Request a demo now.

Statistics on Demographic Trends

Parental leave survey: Deloitte’s external workplace survey on parental leave found that more than one-third of men and women surveyed think that taking parental leave would put their job in jeopardy.

Conversation Prompt: What are our HR policies on different types of leave?

Action Item: If you were a manager, how would you encourage soon to be parents on your team to take leave if they wanted to take it?

“Based on results from Gallup’s Global Emotions report, 65% of the 30-49 group experiences stress. Americans aged 15-29 are right behind them with 64%, while 44% of people older than 50 reported feeling stressed out.”

Source: https://www.gallup.com/analytics/248906/gallup-global-emotions-report-2019.aspx

Conversation Prompt: What causes you to feel stressed out at work?

Action Item: Find one new stress management technique. Implement it. Let me know how it works for you.

Older workers are the most satisfied and the most engaged in their work.

Conversation Prompt: What things could be learned from this statistic?

Action Item: How could you apply this conversation to your job or personal life?

Younger workers are the most distressed and they feel the least amount of loyalty to their employers

Conversation Prompt: What things do you think contribute to younger workers potentially feeling more stressed and less loyal?

Action Item: What is one specific thing I can do to help you feel less stressed?

“According to our research, women globally were even more likely than men to be majorly influenced by a low level of trust, with more people saying they would look for another job (women 44%, men 40%) or make less of an effort to do quality work (26% and 24%) due to low trust. Women also were more likely than men to cite pay and promotion opportunities (61% and 52%) and a diverse environment (42% and 33%) as “very important” elements for being able to trust their employers.”

Conversation Prompt: Do you feel a high level of trust in our organization right now? Has it gone up or down?

Action Item: Think of one thing I can do for you to give you more trust in our organization.

Statistics on Recognition and Appreciation

U.S. Department of Labor statistics show the number one reason people leave organizations (64% of people) is that they “don’t feel appreciated.”

Source: U.S. Department of Labor survey

Conversation Prompt: Tell me about a time you felt really appreciated?

Action Item: Make a point to show appreciation to a member of our team this week. Send me an email to let me know who it was and how you showed appreciation to them.

“Research firm Watson and Wyatt has asked employees to identify “very significant” motivators of performance, and 66% said “appreciation.”

Source: https://d1yuw6g9r4vq74.cloudfront.net/assets/Resources/White_Paper_Performance_Accelerated.pdf

Conversation Prompt: Why is appreciation a greater motivator of performance than pay?

Action Item: Send a letter of appreciation to a colleague this week.

Companies with employee recognition programs have a 31% lower voluntary turnover.

Source: https://www2.deloitte.com/us/en/pages/human-capital/topics/bersin-insights-and-services-for-hr.html

Conversation Prompt: If employee recognition programs are this important, why do so many of them falter and fade away?

Action Item: Let me know of a colleague who deserves recognition this week and recommend a way to provide that effectively.

50% of employees believe being thanked by managers improves the relationship and build trust with their higher-ups.

Source: http://www.eadion.com/site/uploads/OCT-Performance-Recognition-White-Paper-Intl-Updated-2014-01-07.pdf

Conversation Prompt: What would it take to incorporate gratitude more fully into our workplace culture?

Action Item: Bring me five ideas for encouraging gratitude among our team members.

The most memorable recognition comes most often from an employee's manager (28%), followed by a high-level leader or CEO (24%), the manager's manager (12%), a customer (10%) and peers (9%). Worth mentioning, 17% cited "other" as the source of their most memorable recognition.

Source: https://www.gallup.com/workplace/236441/employee-recognition-low-cost-high-impact.aspx

Conversation Prompt: Tell me about a time you received meaningful recognition at work. Who did it come from? What happened?

Action Item: Are there ways I can better recognize the contributions you make to the team? Let's discuss next time we meet.

When asked what types of recognition were the most memorable, respondents emphasized six methods in particular -- and money isn't the only (or the top) form of recognition: public recognition or acknowledgment via an award, certificate of commendation, private recognition from a boss, peer or customer, receiving or obtaining a high level of achievement through evaluations or reviews, promotion or increase in scope of work or responsibility to show trust, monetary awards such as a trip, prize or pay increase personal satisfaction or pride in work.

Conversation Prompt: What's the most memorable type of recognition for you?

Action Item: Tell me one way you'd like to be recognized for your accomplishments this year.

According to Gallup's analysis, only one in three workers in the U.S. strongly agree that they received recognition or praise for doing good work in the past seven days.

Conversation Prompt: Have you received recognition or praise for doing good work in the past seven days?

Action Item: In the next seven days, recognize or praise one of your colleagues for doing good work.

Employees who do not feel adequately recognized are twice as likely to say they'll quit in the next year.

Conversation Prompt: Why do you think there is a strong connection between retention and employee appreciation?

Action Item: Determine what "adequate recognition" would mean for you. Let's discuss next week.

Job security, health care coverage and professional development are valued above additional compensation.

Conversation Prompt: Do you believe the statistics that say employees value job security, health care coverage and professional development over non-monetary rewards?

Action Item: Spend time thinking about the one thing you would most like to receive from this company beyond your paycheck as a reward for your work. Let me know what that is.

Ready to empower your managers with the tools they need to improve recognition and appreciation at your organization? Request a demo now.

Statistics on Employee Development

42% of employees say learning and development is the most important benefit (after salary) when deciding where to work.

Source: https://about.udemy.com/ideas-and-opinions/2018-millennials-at-work-research-report/

Conversation Prompt: What's the most important benefit an employer can offer you?

Action Item: What professional skill would you most like to develop this year?

“Deloitte’s 2016 Millennial Survey reported that the 71% who said they are likely to leave an organization within two years credited this to feeling dissatisfied with how their leadership skills are being developed.”

Source: https://www.tlnt.com/train-them-the-way-they-want-to-learn-and-youll-keep-them/

Conversation Prompt: How would you rate your leadership skills?

Action Item: Find a leadership self assessment tool online and take it. Send me the results.

Saba’s 2017 State of Employee Engagement Report found that when asked about career development, more than a third of employees surveyed did not believe that employer-provided training was effective in developing and advancing their careers.

Source: https://www.tlnt.com/employees-want-to-grow-their-career-so-how-are-you-helping-them/

Conversation Prompt: Have you ever taken a particularly bad employer-provided training at another workplace? Tell me about it.

Action Item: Identify a training program you would like to go through this year.

The LinkedIn 2018 Workplace Learning Report showed that 94% of employees say they would stay at a company longer if it invested in their career development.

Conversation Prompt: How do you feel about how your career is developing here at our company?

Action Item: What is one thing I can do for you that I'm not already doing to help you develop your career?

Ready to empower your managers with the tools they need to improve employee development at your organization? Request a demo now.

Statistics on Hiring & Interviewing

95% of organizations of all sizes admit to making bad hires every year, according to Brandon Hall Group’s 2015 Talent Acquisition Study.

Source: https://b2b-assets.glassdoor.com/the-true-cost-of-a-bad-hire.pdf

Conversation Prompt: What do you think a "bad hire" means?

Action Item: Write up a list of screening criteria you would use when interviewing potential candidates.

Organizations that lack a standard interview process are five times as likely to make a bad hire.

Source: https://b2b-assets.glassdoor.com/the-true-cost-of-a-bad-hire.pdf.

Conversation Prompt: What was your interview process like here?

Action Item: If you could redesign the interview process for your position, what would you change? Let’s discuss next week.

Organizations that invest in a strong candidate experience improve their quality of hires by 70%

Conversation Prompt: What do you think is "a strong candidate experience?"

Action Item: Send me three bullet points stating what would improve the candidate experience for our company.

Organizations that invest in employer branding are three times more likely to make a quality hire.

Conversation Prompt: If you were a candidate, what would our "employer branding" say to you about this organization?

Action Item: Send me your top three ideas for ways we could increase our employer brand appeal.

69% of companies in our research identified a broken interview process as having the greatest impact on the quality of a hire.

Action Item: Research the three most common elements in broken interview processes. Let me know what they are so we can discuss how to improve our own process.

Statistics on Employee Onboarding

88% of employees think their employer did a poor job with the onboarding process.

Source: https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx

Conversation Prompt: What was your onboarding experience like at our company?

Action Item: What's one way we could improve our onboarding process?

“New employees who went through a structured onboarding program were 58% more likely to be with the organization after three years.”

Source: The Wynhurst Group

Conversation Prompt: Why do you think there's a link between structured onboarding and employee retention.

Action Item: How could we go back to existing employees and re-onboard them in order to increase retention?

“Many companies leave executive onboarding to chance, and as a result experience failure rates in excess of 50% when it comes to retaining new executive talent.”

Source: Egon Zehnder International

Conversation Prompt: What is one thing you believe our new executives should know or experience as part of their onboarding process?

Action Item: If we were to incorporate you and your department into executive onboarding, what tasks or projects would you want to share with them? Let’s discuss next week.

When new employees start at Zappos, they get an intensive five-week training course to learn about the company’s values and procedures, as well as an offer of $2,000 to quit if they don’t feel they are a good fit.

Source: Zappos CEO Tony Hsieh

Conversation Prompt: When did you start to feel like a good fit at our company?

Action Item: Make a list of our company’s top values and procedures. Let’s discuss next week.

Nearly 33% of new hires look for a new job within their first six months on the job.

Source: https://hbr.org/2015/03/technology-can-save-onboarding-from-itself

Conversation Prompt: Why do you think some new hires start job searching very early?

Action Item: What is one step you recommend we take to help reduce early employee turnover?

It typically takes eight months for a newly hired employee to reach full productivity.

Source: https://sloanreview.mit.edu/article/reinventing-employee-onboarding/

Conversation Prompt: How long did you work here before you reached full productivity?

Action Item: What can I do to help new members of this team reach productivity earlier in their tenure with us?

Organizations with a standard onboarding process experience 50% greater new-hire productivity.

Source: https://www.urbanbound.com/blog/onboarding-infographic-statistics

Conversation Prompt: Do you think this statistic is correct? Do you feel like a standard onboarding process is or would be helpful in improving productivity?

Action Item: If you could create an onboarding process for our team from the ground up, what would you include?

Research by Glassdoor found that organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.

Conversation Prompt: Why do you think a strong onboarding process improves productivity?

Action Item: Do some research on the essential components of a strong onboarding process. Be prepared to share next week.

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Using Statistics to Improve Problem Solving Skills

Problem-solving is an essential skill that everyone must possess, and statistics is a powerful tool that can be used to help solve problems. Statistics uses probability theory as its base and has a rich assortment of submethods, such as probability theory, correlation analysis, estimation theory, sampling theory, hypothesis testing, least squares fitting, chi-square testing, and specific distributions.

Each of these submethods has its unique set of advantages and disadvantages, so it is essential to understand the strengths and weaknesses of each method when attempting to solve a problem.

Introduction

Overview of Problem-Solving

Role of statistics in problem-solving, probability theory, correlation analysis.

Introduction: Problem-solving is a fundamental part of life and an essential skill everyone must possess. It is an integral part of the learning process and is used in various situations. When faced with a problem, it is essential to have the necessary tools and knowledge to identify and solve it. Statistics is one such tool that can be used to help solve problems.

Problem-solving is the process of identifying and finding solutions to a problem. It involves understanding the problem, analyzing the available information, and coming up with a practical and effective solution. Problem-solving is used in various fields, including business, engineering, science, and mathematics.

Statistics is a powerful tool that can be used to help solve problems. Statistics uses probability theory as its base, so when your problem can be stated as a probability, you can reliably go to statistics as an approach. Statistics, as a discipline, has a rich assortment of submethods, such as probability theory, correlation analysis, estimation theory, sampling theory, hypothesis testing, least squares fitting, chi-square testing, and specific distributions (e.g., Poisson, Binomial, etc.).

Probability theory is the mathematical study of chance. It is used to analyze the likelihood of an event occurring. Probability theory is used to determine the likelihood of an event, such as the probability of a coin landing heads up or a certain number being drawn in a lottery. Probability theory is used in various fields, including finance, economics, and engineering.

Correlation analysis is used to determine the relationship between two variables. It is used to identify the strength of the relationship between two variables, such as the correlation between the temperature and the amount of rainfall. Correlation analysis is used in various fields, including economics, finance, and psychology.

Estimation Theory

Estimation theory is used to estimate the value of a variable based on a set of data. It is used to estimate the value of a variable, such as a city's population, based on a sample of the population. Estimation theory is used in various fields, including economics, finance, and engineering.

Conclusion: Statistics is a powerful tool that can be used to help solve problems. Statistics uses probability theory as its base, so when your problem can be stated as a probability, you can reliably go to statistics as an approach. Statistics, as a discipline, has a rich assortment of submethods, such as probability theory, correlation analysis, estimation theory, sampling theory, hypothesis testing, least squares fitting, chi-square testing, and specific distributions (e.g., Poisson, Binomial, etc.). Each submethod has unique advantages and disadvantages, so it is essential to select the one that best suits your problem. With the right approach and tools, statistics can be a powerful tool in problem-solving.

Statistics are the key to unlocking better problem-solving skills - the more you know, the more you can do. IIENSTITU

What role does probability theory play in using statistics to improve problem solving skills?

Probability theory and statistics are both essential tools for problem-solving, and the two disciplines share an interdependent solid relationship. This article will discuss the role that probability theory plays in using statistics to improve problem-solving skills.

Probability theory provides a framework for understanding the behavior of random variables and their associated distributions. We can use statistics to make better predictions and decisions by understanding and applying probability theory. For example, when calculating the probability of a desired outcome, we can use statistical methods to determine the likelihood of that outcome occurring. This can be used to inform decisions and help us optimize our strategies.

Statistics also provide us with powerful tools for understanding the relationship between variables. By analyzing the correlation between two or more variables, we can gain valuable insights into the underlying causes and effects of a problem. For example, by studying a correlation between two variables, we can determine which variable is more likely to cause a particular outcome. This can help us to design more effective solutions to problems.

By combining probability theory and statistics, we can develop powerful strategies for problem-solving. Probability theory helps us understand a problem's underlying structure, while statistics provide us with the tools to analyze the data and make better predictions. By understanding how to use these two disciplines together, we can develop more effective solutions to difficult problems.

In conclusion, probability theory and statistics are both essential for problem-solving. Probability theory provides a framework for understanding the behavior of random variables, while statistics provide powerful tools for understanding the relationships between variables. By combining the two disciplines, we can develop more effective strategies for solving complex problems.

How can correlation analysis be used to identify relationships between variables when solving problems?

Correlation analysis is a powerful tool for identifying relationships between variables when solving problems. It is a statistical approach that measures how two variables are related. By analyzing the correlation between two variables, researchers can identify the strength and direction of their relationship. For example, a correlation analysis can determine if a change in one variable is associated with a change in the other.

When conducting correlation analysis, researchers often use Pearson’s correlation coefficient (r) to measure the strength of the association between two variables. This coefficient ranges from -1 to +1, where -1 indicates a perfect negative correlation, 0 indicates no correlation, and +1 indicates a perfect positive correlation. A perfect positive correlation indicates that when one variable increases, the other variable also increases, and a perfect negative correlation indicates that when one variable increases, the other variable decreases.

Correlation analysis helps identify relationships between variables when solving problems. For example, in a study of the relationship between dietary habits and body weight, a researcher may use correlation analysis to determine if there is a relationship between the two variables. Suppose the researcher finds a significant correlation between dietary habits and body weight. In that case, this can provide insight into the studied problem and help inform solutions.

Correlation analysis can also be used to identify causal relationships between variables. By examining the relationship between two variables over time, researchers can determine if a change in one variable is associated with a change in the other. For example, a researcher may use correlation analysis to determine if temperature changes are associated with changes in air quality. If a significant correlation is found, then the researcher can conclude that temperature changes are likely causing changes in air quality.

Overall, correlation analysis is a powerful tool for identifying relationships between variables when solving problems. By examining the strength and direction of the relationship between two variables, researchers can gain insight into the problem being studied and inform potential solutions.

What are the benefits of using estimation theory when attempting to solve complex problems?

Estimation theory is a powerful tool when attempting to solve complex problems. This theory involves making educated guesses or estimations about the value of a quantity that is difficult or impossible to measure directly. By utilizing estimation theory, one can reduce uncertainty and make decisions more confidently.

The main benefit of using estimation theory is that it allows for the quantification of uncertainty. By estimating, one can determine the range of possible outcomes and make decisions based on the likelihood of each outcome. This helps to reduce the risks associated with making decisions as it allows one to make better decisions based on the available data.

Another benefit of using estimation theory is that it can be applied to many problems. Estimation theory can be used to solve problems in fields such as engineering, finance, and economics. It can also be used to estimate a stock's value, the project's cost, or the probability of a certain event. Estimation theory is also useful in predicting the behavior of a system over time.

Estimation theory can also be used to make decisions in cases where the data is limited. By estimating, one can reduce the amount of data needed to make a decision and make more informed decisions. Furthermore, estimation theory can be used to make decisions even when the data is incomplete or inaccurate. This is especially useful when making decisions in situations where the data is uncertain or incomplete.

In conclusion, estimation theory is a powerful tool for solving complex problems. It can be used to reduce uncertainty, make decisions in cases where data is limited or incomplete, and make predictions about the behavior of a system over time. By utilizing estimation theory, one can make more informed decisions and reduce the risks associated.

How does the application of statistical methods contribute to effective problem-solving in various fields?

**Statistical Methods in Problem-solving** Statistical methods play a crucial role in effective problem-solving across various fields, including natural and social sciences, economics, and engineering. One primary contribution lies in the quantification and analysis of data. **Data Quantification and Analysis** Through descriptive statistics, researchers can summarize, organize, and simplify large data sets, enabling them to extract essential features and identify patterns. In turn, this fosters a deeper understanding of complex issues and aids in data-driven decision-making. **Prediction and Forecasting** Statistical methods can help predict future trends and potential outcomes with a certain level of confidence by extrapolating obtained data. Such prediction models are invaluable in fields as diverse as finance, healthcare, and environmental science, enabling key stakeholders to take proactive measures. **Hypothesis Testing** In the scientific process, hypothesis testing enables practitioners to make inferences about populations based on sample data. By adopting rigorous statistical methods, researchers can determine the likelihood of observed results occurring randomly or due to a specific relationship, thus validating or refuting hypotheses. **Quality Control and Improvement** In industries and manufacturing, statistical methods are applied in quality control measures to ensure that products and services meet established standards consistently. By identifying variations, trends, and deficiencies within production processes, statistical techniques guide improvement efforts. **Design of Experiments** Statistical methods are vital in the design of experiments, ensuring that the collected data is representative, reliable, and unbiased. By utilizing techniques such as random sampling and random assignment, researchers can mitigate confounding variables, increase generalizability, and establish causal relationships. In conclusion, the application of statistical methods contributes to effective problem-solving across various fields by enabling data quantification, analysis, and prediction. Additionally, these methods facilitate hypothesis testing, quality control, and the design of experiments, fostering confidence in decision-making and enhancing outcomes.

In what ways can statistical analysis enhance the decision-making process when facing complex challenges?

Statistical analysis in decision-making Statistical analysis plays a crucial role in the decision-making process when facing complex challenges by enabling evidence-based decisions. It provides a systematic approach to accurately interpret data and transform it into meaningful and actionable insights. In turn, these insights enhance decision-making by reducing uncertainty, minimizing risks, and increasing confidence in the chosen strategy. Quantitative approach By adopting a quantitative approach, decision-makers can objectively evaluate various options using statistical techniques, such as regression analysis or hypothesis testing. This process facilitates the identification of patterns and relationships within the data, highlighting crucial factors that can significantly impact desired outcomes. Consequently, leaders can make informed decisions that optimize available resources and maximize benefits, ultimately increasing the overall success rate of implemented strategies. Addressing biases Statistical analysis helps to address cognitive biases that may otherwise cloud judgment and impede the decision-making process. These biases could include confirmation bias, anchoring bias, and availability heuristic, among others. Employing quantitative methods illuminates the influence these biases may have on subjective interpretations and assists decision-makers in mitigating potential negative impacts. Risk analysis In the context of complex challenges, risk analysis plays an essential role in decision-making. By employing statistical models, decision-makers can quantify risk, estimate probabilities of potential outcomes, and determine the optimal balance between risk and reward. This information can be invaluable for organizations when allocating resources, prioritizing projects, and managing uncertainty in dynamic environments. Data-driven forecasts Statistical analysis enables decision-makers to create accurate forecasts by extrapolating historical data and incorporating current trends. These forecasts can inform strategic planning, budget allocations, and resource management, reducing the likelihood of unforeseen obstacles and ensuring long-term success. In addition to providing a strong basis for future planning, these data-driven predictions also enable organizations to quickly adapt and respond to emerging trends and challenges. In conclusion, statistical analysis is an invaluable tool for enhancing the decision-making process when facing complex challenges. By adopting a quantitative approach, addressing cognitive biases, conducting risk analysis, and producing data-driven forecasts, decision-makers can make informed choices that optimize outcomes and minimize potential risks.

How can concepts like statistical hypothesis testing and regression analysis be applied to solve real-world problems and make informed decisions?

Applications of Hypothesis Testing Statistical hypothesis testing can be a vital tool in decision-making processes, particularly when it comes to addressing real-world problems. In business, for example, managers may use hypothesis testing to determine whether a new product or strategy will lead to higher revenues or customer satisfaction. This can then inform their decisions on whether to invest in the product or strategy or explore other options. In medicine, researchers can use hypothesis testing to compare the effectiveness of a new treatment or intervention compared to standard care, which can provide valuable evidence to guide clinical practice. Regression Analysis to Guide Decisions Similarly, regression analysis is a powerful statistical technique used to understand relationships between variables and predict future outcomes. By modeling the connections between different factors, businesses can make data-driven decisions and develop strategies based on relationships found in historical data. For instance, companies can use regression analysis to forecast future sales, evaluate the return on investment for marketing campaigns, or identify factors that contribute to customer churn. In fields like public health, policymakers can use regression analysis to identify the effects of various interventions on health outcomes, leading to more effective resource allocation and targeting of mass media campaigns. Assessing Real-World Solutions The implementation of statistical hypothesis testing and regression analysis enables stakeholders across diverse disciplines to evaluate and prioritize potential solutions to complex problems. By identifying significant relationships between variables and outcomes, practitioners can develop evidence-based approaches to improve decision-making processes. These methods can be applied to problems in various fields, such as healthcare, public policy, economics, and environmental management, ultimately providing benefits for both individuals and society. Ensuring Informed Decisions In conclusion, both statistical hypothesis testing and regression analysis have a vital role in solving real-world problems and informing decisions. These techniques provide decision-makers with the necessary evidence to evaluate different options, strategies, or interventions to make the most appropriate choices. By incorporating these statistical methods into the decision-making process, stakeholders can increase confidence in their conclusions and improve the overall effectiveness of their actions, leading to better outcomes in various fields.

How does the use of descriptive and inferential statistics improve our understanding of complex problems and inform decision-making?

The Importance of Descriptive and Inferential Statistics in Problem Solving Descriptive statistics provide essential context Descriptive statistics summarize, organize, and simplify data, offering a comprehensive snapshot of a data set. By presenting data in a meaningful and easily interpretable manner, descriptive statistics enable researchers to understand and describe the key characteristics of a data set. This initial step in any data analysis is crucial for establishing context, identifying patterns, and generating hypotheses that contribute to a better understanding of complex problems. Inferential statistics as a tool for decision-making Inferential statistics, on the other hand, involve drawing conclusions and making generalizations about a larger population based on the analysis of a sample. Through hypothesis testing, confidence intervals, and regression analysis, researchers can determine relationships among variables, identify trends, and predict outcomes. By offering insights that go beyond the data at hand, inferential statistics enable researchers to make informed decisions and create strategies for tackling complex problems. The synergy of descriptive and inferential statistics In combination, both descriptive and inferential statistics enhance the understanding and decision-making process in various fields. Descriptive statistics provide a solid foundation by organizing and summarizing data, while inferential statistics enable researchers to delve deeper, uncovering relationships and trends that facilitate evidence-based decision-making. This combination empowers researchers to identify solutions and make more informed decisions when tackling complex problems.

What is the role of experimental design and sampling techniques in ensuring reliable and accurate conclusions when utilizing statistical analysis for problem-solving?

Role of Experimental Design Experimental design plays a pivotal role in ensuring reliable and accurate conclusions in statistical analysis when solving problems. A well-defined experimental design outlines a systematic approach to conducting research, including the selection of participants, allocation of resources, and timing of interventions. It helps control potential confounding factors and biases, allowing researchers to attribute the study results to the intended interventions accurately. Moreover, experimental design enables researchers to quantify uncertainty in their findings through hypothesis testing, thereby establishing the statistical significance of their conclusions. Sampling Techniques Sampling techniques are another essential component in achieving valid and reliable results in statistical analysis. They ensure that the data collected from a population is representative of the whole, thus allowing for accurate generalizations. Proper sampling techniques, such as random sampling or stratified sampling, minimize the prevalence of sampling bias, which may otherwise lead to false or skewed conclusions. Additionally, determining the appropriate sample size—large enough to maintain statistical accuracy and minimize type I and type II errors—is crucial in enhancing the reliability and precision of study results. Achieving Accurate Conclusions To draw accurate conclusions in statistical analysis, researchers must ensure that their experimental design and sampling techniques are carefully planned and executed. This involves selecting the most appropriate methods in accordance with study goals and population demographics. Furthermore, vigilance regarding potential confounders and biases, and continuous monitoring of data quality, contribute to the validity and reliability of statistical findings for problem-solving. Overall, a skillful combination of experimental design and sampling techniques is imperative for researchers to derive reliable and accurate conclusions from statistical analysis. By addressing potential pitfalls and adhering to best practices, this potent mix of methodologies allows for efficient problem-solving and robust insights into diverse research questions.

How do visualization techniques and exploratory data analysis contribute to a more effective interpretation of statistical findings in the context of real-world issues?

Enhancing Interpretation through Visualization Techniques Visualization techniques play a significant role in interpreting statistical findings related to real-world issues. By converting complex data into visually appealing and easy-to-understand formats, these techniques allow decision-makers to quickly grasp the underlying patterns and trends. Graphs, plots, and charts are some common visualization tools that make data more accessible, aiding in the identification of outliers and hidden relationships among variables. Exploratory Data Analysis: A Key Step Exploratory data analysis (EDA) is critical for effective interpretation of statistical findings. This approach involves an initial assessment of the data's characteristics, emphasizing summarizing and visualizing key aspects. Employing EDA allows researchers to identify errors, missing values, and inconsistencies in the data, which is instrumental when addressing real-world issues. By obtaining insights into the dataset's structure and potential biases, analysts can formulate appropriate statistical models and ensure more accurate predictions and inferences. Complementarity for Improved Data Interpretation Combining visualization techniques and EDA contributes to a more effective interpretation of statistical findings by offering a complementary approach. Visualization supports the exploration of data, enabling pattern and relationship identification, while EDA provides a deeper insight into data quality and potential limitations. Together, these methods facilitate a comprehensive understanding of the data, allowing for a more informed decision-making process when addressing real-world issues. In conclusion, visualization techniques and exploratory data analysis are essential tools for effectively interpreting statistical findings. By offering complementary benefits, they enhance decision-making processes and increase the likelihood of informed choices when examining real-world issues. As our world continues to produce vast amounts of data, these methods will remain critical to ensuring that statistical findings are accurate, relevant, and useful in solving pressing problems.

How does statistics help in problem-solving?

Role of Statistics in Problem-solving Understanding the Problem Statistics play a significant role in problem-solving by providing accurate data and quantitative evidence to better understand complex issues. The collection, analysis, and interpretation of numerical data enable decision-makers to observe trends, patterns, and relationships within the data, thus facilitating informed decision-making. To effectively solve problems, it is crucial to have a thorough understanding of the issue at hand, and statistics provide the necessary tools to explore and interpret the relevant data. Identifying Patterns and Trends Statistics help in identifying underlying patterns and trends within a dataset, which aids in understanding the problem's nature and behavior. By employing graphical and numerical techniques, statisticians can visualize relationships, fluctuations, and distributions within the data. Identifying these patterns can lead to the generation of hypotheses, proposing possible solutions, and implementing interventions to address the issues. Evaluating Solutions Once potential solutions are identified, statistics can be used to objectively evaluate their effectiveness by comparing the outcomes of different scenarios or interventions. Experimental designs such as controlled trials, surveys, and longitudinal studies are powerful tools for assessing the impact of problem-solving strategies. Furthermore, statistical significance testing allows decision-makers to determine the likelihood of results occurring by chance, providing more confidence in the selected solutions. Making Informed Decisions Through the use of statistical methods, decision-makers can be guided towards making more informed, evidence-based choices when solving problems. By basing decisions on empirical data, rather than relying on anecdotal evidence, intuition, or assumptions, organizations and policymakers can significantly improve the likelihood of producing successful outcomes. Statistical analysis enables the ranking of possible solutions according to their efficacy, which is crucial for resource allocation and prioritization within any setting. In conclusion, statistics play a crucial role in problem-solving by providing a systematic and rigorous approach to understanding complex issues, identifying patterns and trends, evaluating potential solutions, and guiding informed decision-making. The use of quantitative data and statistical methods allows for greater objectivity, accuracy, and confidence in the process of solving problems and ultimately leads to more effective and efficient solutions.

What are the five statistical processes in solving a problem?

Statistical Processes Overview The process of solving a problem using statistical methods involves five key steps. These steps enable researchers to analyze data and make inferences based on the results. 1. Defining the Problem The first step in any statistical problem-solving process is to clearly define the problem. This involves identifying the research question, objective, or hypothesis that needs to be tested. The problem should be specific and clearly stated to guide the subsequent steps in the process. 2. Data Collection Once the problem is defined, the next step is to collect data that will be used for analysis. Data can be collected through various methods, such as surveys, experiments, or secondary sources. The choice of data collection method should be based on the nature of the problem and the type of data required. It is important to collect data accurately and consistently to ensure the validity of the analysis. 3. Data Organization and Summarization After collecting the data, it needs to be organized and summarized in a way that makes it easy to analyze. This may involve using tables, graphs, or charts to display the data. Descriptive statistics, such as measures of central tendency (mean, median, mode) and measures of dispersion (range, variance, standard deviation), can be used to summarize the data. 4. Analysis and Interpretation At this stage, the data is analyzed using various statistical techniques to answer the research question or test the hypothesis. Inferential statistics, such as correlation analysis or hypothesis testing, can be employed to make inferences about the underlying population based on the sample data. It is crucial to choose the appropriate statistical method for the analysis, keeping in mind the research question and the nature of the data. 5. Drawing Conclusions and Recommendations The final step in the statistical process is to draw conclusions from the analysis and provide recommendations based on the findings. This involves interpreting the results of the analysis in the context of the research question and making generalizations or predictions about the population. The conclusions and recommendations should be communicated effectively, ensuring that they are relevant and useful for decision-making or further research. In conclusion, the five statistical processes in solving a problem are defining the problem, data collection, data organization and summarization, analysis and interpretation, and drawing conclusions and recommendations. These steps allow researchers to effectively analyze data and make informed decisions and predictions based on the results.

How can you use statistics effectively to resolve problems in everyday life?

Understanding the Basics of Statistics Statistics provides a systematic method for individuals to collect, analyze and interpret data. Through this approach, one can efficiently utilize these results to tackle issues they may encounter daily. In the ensuing discussion, we will delve into the process of incorporating statistics to address these everyday concerns effectively. Identifying the Problem Firstly, it is essential to accurately outline the issue at hand. This preliminary stage entails formulating definitive questions, which will guide the data gathering process. Such specificity ensures the assembled information directly pertains to the focal problem and eliminates the possibility of superfluous distractions. Collecting Relevant Data Next, amassing reliable and diverse information allows for well-informed interpretations. To successfully achieve this, it is crucial to identify suitable sources that offer the pertinent data required for a comprehensive analysis. Moreover, obtaining data from diverse sources helps mitigate the potential for biased or skewed outcomes. Implementing Appropriate Statistical Techniques Upon compiling a robust dataset, the implementation of applicable statistical methods becomes crucial. Techniques such as descriptive statistics (e.g., mean, median, mode) or inferential statistics (e.g., regression, ANOVA) empower individuals to systematically extract informative conclusions. Ultimately, this data-driven process leads to a deeper understanding of the issue at hand and facilitates informed decision-making. Interpreting Results and Drawing Conclusions The final step involves rigorously assessing the conclusions derived from statistical analyses. This careful evaluation demands a thorough examination of any potential limitations or biases. Additionally, acknowledging alternative interpretations strengthens the overall argument by mitigating the risk of oversimplifying complex matters. Incorporating Feedback and Adjustments A critical aspect of effectively applying statistics revolves around the willingness to reevaluate one's approach. Engaging in an iterative process and incorporating feedback helps refine the problem-solving strategy, ultimately leading to more accurate and reliable solutions. In summary, the proper use of statistics has the potential to greatly enhance individuals' ability to resolve problems in everyday life. By employing a methodical approach that involves identifying the issue, collecting relevant data, utilizing suitable techniques and critically evaluating conclusions, one can swiftly address concerns and make informed decisions.

How can statistical inference be utilized to draw conclusions about a population when only a sample is available for analysis?

Statistical Inference and Population Analysis Statistical inference is an essential tool in understanding populations. It allows scientists to analyze a small, representative subset or sample of a larger population. This way, we can extract conclusions about an entire population from the analysis of a sample. Use of Sample Analysis In sample analysis, researchers collect data from a smaller subset instead of assessing the entire population. It significantly reduces the required resources and time. Nevertheless, a sample must adequately represent the characteristics of the population for valid inferences. Role of Probability Probability plays a pivotal role in statistical inference. The application of probability theories provides information about the likelihood of particular results. The conclusions drawn about the population feature a degree of certainty conveyed by probability. Statistical Tests Stepping further, statistical tests employed in the process illuminate the differences between groups within the sample. They provide guidelines for finding if observed differences occurred due to chance. By employing these tests, we can generalize findings from a sample to the entire population. Importance of Confidence Intervals Confidence intervals are another critical component of statistical inference. They present the range of values within which we expect the population value to fall a certain percent of the time, say 95%. Confidence intervals reveal more about the population parameter than a single point estimate. Conclusion and Future Predictions Between sample analysis, probability, statistical tests, and confidence intervals, statistical inference enables efficient, accurate conclusions about large population groups. Its effective use facilitates not only a comprehensive understanding of the present population status but also assists in predicting future trends. In a nutshell, statistical inference acts as a bridge connecting sample data to meaningful conclusions about the broader population. By analyzing a sample, predicting probabilities, applying statistical tests, and measuring confidence intervals, we can glean holistic insights about the entire population.

What are the key principles of robust statistical modeling, and how can these principles be applied to enhance the effectiveness of problem-solving efforts?

Understanding Robust Statistical Modeling Principles Robust statistical modeling works on three key principles. They are the use of robust measures, an effective model selection strategy, and consideration of outliers. These principles play a crucial role to ensure the robustness of statistical results. Applying Robust Measures The first principle revolves around applying robust measures. These measures are resistant to the outliers in the data set. They work by minimizing the effect of extreme values. By using these robust measures, researchers can increase the accuracy of their statistical models. Model Selection Strategy Next comes the strategy for selecting the model. It involves choosing an appropriate statistical model that aligns well with the provided data set. In this case, the most reliable models are ones that demonstrate significant results and fit the data well. Selecting an efficient model, hence, can lead to more accurate predictions or inferences. Addressing Outliers Finally, a detailed consideration of outliers is vital. Outliers can skew the results of a model significantly. They need careful handling to prevent any bias in the final results. Recognizing and appropriately managing these outliers aids in maintaining the integrity of statistical findings. Enhancing Problem-Solving Efforts These principles, when applied effectively, can significantly enhance problem-solving efforts. By using robust measures, researchers can achieve more accurate results, increasing the credibility of their findings. A well-chosen model can enhance the interpretability and usefulness of the results. Furthermore, careful handling of outliers can prevent skewed results, ensuring more reliable conclusions. In essence, by embracing these principles, one can substantially elevate their problem-solving capabilities, making the process more efficient and effective. Thus, robust statistical modeling acts as a powerful tool in addressing various research questions and solving complex problems.

How can the utilizations of time series analysis in statistics support trend identification and forecasting in the context of complex/problem-solving situations?

Identifying Trends with Time Series Analysis: A crucial aspect of time series analysis in statistics is trend identification. Time series analysis allows statisticians to discern patterns in data collected over time. These trends indicate changes in variables, creating a historical line that tracks these alterations across a span of time. Support for Complex Problem Solving: In complex problem-solving situations, time series analysis can provide valuable support. Specifically, it can facilitate independent, variable-dependent trend analysis and insights into relationships within data sequences. This is vital for complex situations requiring deeper analysis. Time Series Analysis for Forecasting: Another primary use of time series analysis is for forecast predictions in future scenarios. By analyzing the trends identified, predictions can suggest plausible future scenarios. This forecasting capability can be critical in planning and preparation for potential future events based on the observed trends. Predictive Modeling: Predictive modeling can be improved with time series analysis. It helps understand population trends or related metrics. By revealing underlying patterns, time series analysis supports data-driven decision making in complex situations. In summary, time series analysis plays an instrumental role in statistics. Through trend identification and forecasting, it provides invaluable support for complex problem-solving situations. This statistical tool is essential for those working in an environment that requires a clear, predictive understanding of data over time.

How can statistics help with problem solving?

Effective Use of Statistics Statistics offers efficient problem-solving tools. They provide the ability to measure, forecast, and make informed decisions. When faced with a problem, statistics help in gathering relevant data. Understanding the Problem Statistics helps to describe the problem objectively. Before proceeding with problem solving, a clear definition of the problem is necessary. Statistics describe problems quantitatively, bringing precision in problem definition. Identifying Solutions Statistics aids in identifying potential solutions. By using predictive analytics, statistics can forecast the outcomes of various solutions. Thus, it assists in the selection of most efficient solution based on the forecasted results. Evaluating Results Once a solution is implemented, statistics help in evaluation. They measure the effectiveness of the solution by comparing the outcomes with the predicted results. Promoting Continuous Improvement Statistics guide continuous improvement. They pinpoint deviations, enabling identification of areas of improvement. This leads to enhanced effectiveness in problem solving. Statistics has a pivotal role in problem solving. The data-driven approach enhances the credibility of the problem-solving process and the ultimate solutions. The various statistical tools improve both the efficiency and effectiveness, leading to better solutions.

Why is data analysis important in problem solving?

Data Analysis and Problem-Solving: A Crucial Connection Data analysis stands as a critical tool in problem solving in the contemporary business environment. Essentially, it offers insightful measurements of challenges. By examining data, we uncover patterns and trends to identify problems. Identification of Issues The initial step in problem-solving involves the recognition of a problem. It is here that data analysis proves vital. It grants a robust basis for this recognition, presenting objective rather than subjective identifiers. Understanding the Nature of Problems Once we identify a problem, we must understand its nature. In-depth data analysis can provide a detailed insight into why problems arise. It examines multiple variable relationships, often revealing root causes. Generating Solutions Data analysis aids in creating suitable solutions. By understanding the problem from a data perspective, we can draw up potential fixes. These solutions are often grounded on empirical evidence, hence sound and reliable. Evaluating Outcomes After solution implementation, evaluation follows closely. Analyzing data post-implementation helps measure the effectiveness of the solution. It provides a measure on the success of the problem-solving process. In conclusion, data analysis is a strong ally in problem-solving. It facilitates issue identification, enhances understanding, helps to generate solutions, and evaluates outcomes. By utilizing this tool, we can significantly improve our problem-solving efforts, leading to more effective and measurable results.

How does statistics make you a better thinker?

Enhancing Reasoning and Decision Making Skills Statistics equips one with necessary tools to question and interpret data intelligently. It sharpens critical reasoning abilities by offering ways to identify patterns or anomalies, thus improving decision-making efficiency. Understanding Probabilities and Predictions Statistics introduces individuals to the concept of probability, enabling them to weigh the likelihood of different scenarios accurately. Consequently, it allows them to make precise and informed predictions, honing their thinking and analytical skills. Building Quantitative Literacy Statistics promotes quantitative literacy, a vital skill in a data-driven world. Understanding numerical information helps individuals decipher complex data and convert it into actionable insights. This heightens critical thinking abilities and enables better understanding of the world. Critiquing Data Effectively Statistics improves a person's ability to critically analyze presented data. Using statistical tools, one can identify manipulation or misinterpretation in data, preventing them from taking misleading information at face value. Developing Logical Reasoning Statistics fosters effective problem-solving skills by inciting logical reasoning. It drives individuals to meticulously analyze data, look for patterns and draw logical conclusions, thus streamlining strategic decision-making processes. In conclusion, mastering the use of statistics can effectively enhance a person's thinking capacity. It works on multiple fronts ranging from decision-making to quantitative literacy to critiquing data, making one a more discerning and astute individual. Statistics, therefore, plays a pivotal role in developing vital cognitive abilities.

Yu Payne is an American professional who believes in personal growth. After studying The Art & Science of Transformational from Erickson College, she continuously seeks out new trainings to improve herself. She has been producing content for the IIENSTITU Blog since 2021. Her work has been featured on various platforms, including but not limited to: ThriveGlobal, TinyBuddha, and Addicted2Success. Yu aspires to help others reach their full potential and live their best lives.

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How to develop a problem-solving mindset

May 14, 2023 Leaders today are confronted with more problems, of greater magnitude, than ever before. In these volatile times, it’s natural to react based on what’s worked best in the past. But when you’re solving the toughest business challenges on an ongoing basis, it’s crucial to start from a place of awareness. “If you are in an uncertain situation, the most important thing you can do is calm down,” says senior partner Aaron De Smet , who coauthored Deliberate Calm  with Jacqueline Brassey  and Michiel Kruyt. “Take a breath. Take stock. ‘Is the thing I’m about to do the right thing to do?’ And in many cases, the answer is no. If you were in a truly uncertain environment, if you’re in new territory, the thing you would normally do might not be the right thing.” Practicing deliberate calm not only prepares you to deal with the toughest problems, but it enhances the quality of your decisions, makes you more productive, and enables you to be a better leader. Check out these insights to learn how to develop a problem-solving mindset—and understand why the solution to any problem starts with you.

When things get rocky, practice deliberate calm

Developing dual awareness;

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Culture Development

Workplace problem-solving examples: real scenarios, practical solutions.

• March 11, 2024

In today’s fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture. In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates, as employees seek a healthier and more supportive work environment.

In conclusion, workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s fast-paced and dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

In conclusion, problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness the collective problem-solving abilities of an organization, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

In today’s dynamic work environment, workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

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10 Statistics You Need to Know About Creativity at Work

Creativity is the thinking that fuels innovation.

Posted May 17, 2019

Creativity is the thinking that fuels innovation. Over the last decade, talk about the importance of creativity-related skills in business has skyrocketed. Whether you need a statistic about creativity to present to the hiring managers on your team or you just need a reminder of how important creativity is within your company or school, this post is for you.

Below, we’ve collected some of the key statements and stats related to creativity at work so that you can cite them early and often.

1. “Creativity is the single most important skill in the world.” – LinkedIn Learning , January 2019

2. 94% of hiring managers say it is important to consider creativity when hiring a job candidate. – Adobe, Hiring for the Future (2014).

3. In a search for “creativity in business,” Google returned 345,000,000 results.

4. 35% of workers are only given time to be creative at work a few times per year. – Gallup 2017 American Workplace Survey

5. Creative problem solving sessions with groups that have even a minimal amount of training in creativity tools and principles generated 350% as many ideas than groups without training; these ideas were 415% more original. – Puccio, et al.

6. CEOs say creativity is the #1 factor for future success. – IBM

7. Recruiters rank creative problem solving as the second most difficult skill to find among job applicants. – Bloomberg Businessweek

8. 78% of college-educated workers over 25 wish they had more creative ability. – Adobe, Hiring for the Future (2014).

9. Countries with high PISA scores have lower confidence in entrepreneurial capabilities.- Yong Zhao

10. Creativity is or is related to 9 of the top 10 skills that global executives say is essential for 2020 and beyond. – World Economic Forum

This article originally appeared on Sparkitivity.com. Copyright Sparkitivity, LLC. All Rights Reserved.

Seeking Creative Candidates: Hiring for the Future, Adobe, September 2014.

Kathryn Haydon, MSc , is an innovation strategist, speaker, and author who helps teams and individuals activate and maximize their creative thinking and innovation potential.

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How to Solve Problems

• Laura Amico

To bring the best ideas forward, teams must build psychological safety.

Teams today aren’t just asked to execute tasks: They’re called upon to solve problems. You’d think that many brains working together would mean better solutions, but the reality is that too often problem-solving teams fall victim to inefficiency, conflict, and cautious conclusions. The two charts below will help your team think about how to collaborate better and come up with the best solutions for the thorniest challenges.

• Laura Amico is a former senior editor at Harvard Business Review.

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What is problem-solving? And why is it important in the workplace?

September 28, 2023 by MindManager Blog

If there’s one thing you can count on as a business professional, it’s that you’ll never run short of new problems to solve. Thankfully, whether it includes handling difficult or unexpected situations in the workplace, or resolving complex organizational challenges, we all have the capacity to develop our business problem-solving skills.

The best way to get better at tackling problems productively is to start at the beginning. After all, the better you understand what problem-solving is – and the significant role it plays in every organization – the easier you’ll find it to improve on problem-solving skills in the workplace.

Let’s dive in!

What is problem-solving?

Problem-solving refers to the act of find solutions to difficult or complex issues.

A good problem-solving definition might be finding solutions to difficult or complex issues . In practice, however, solving problems in the workplace is a little more immersive than that.

In the workplace, problem-solving includes a variety of tools, resources, and techniques to:

• Identify what’s not working.
• Figure out why it’s broken.
• Determine the best course of action to fix it.

Whether you know them as obstacles, glitches, or setbacks, problems are a part of our everyday lives. The good news is that our brains excel at reasoning out intricate scenarios and making calculations in situations we’ve never experienced before. That means every one of us is hard-wired to be an adept problem-solver.

The trick is to learn how to take that innate ability and apply it in a deliberate and practiced way.

However, one thing is certain: successfully resolving business and workplace issues is essential.

Not only does effective problem-solving create value that encourages growth, it goes hand-in-hand with impactful decision making.

What are the benefits of problem-solving in business?

Practically speaking, problem-solving provides a golden opportunity to improve your processes, products, and systems – especially when you work through those challenges with others.

Learning to face difficulties calmly, and deal with them intentionally, can also:

• Ramp up your confidence.
• Increase your resilience.
• Help you develop valuable critical thinking skills.

Applying problem-solving skills in the face of an obstacle that seems insurmountable trains you to shift your perspective and look at potential hurdles in a different way.

It also gets you used to examining multiple options for dealing with a problem, which can help you feel more confident in the direction you take.

Solving problems as a team

Business problem solving as a team offers an even wider range of benefits since active collaboration tends to make good things happen at both the individual and group level.

For example:

• Team-based problem-solving is akin to having a built-in sounding board when you explore new approaches and ideas.
• As each team member’s critical thinking skills evolve, they bring fresh insights to the collective problem-solving process, bearing out the old adage that many heads are better than one.
• Solving problems as a team also reduces the feeling of personal risk and exposure that’s common when one person is tasked with solving a puzzle. When that same problem is shared, the sense of risk gets dispersed, and individual team members are less likely to feel singled out.

Not only is there less chance of arriving at an unreasonable or biased solution when you problem-solve as a group, team members assigned to carry that solution out will feel more invested in its success.

Examples of problem solving skills in the workplace

Improving on your problem-solving skills helps you make the most of your brain’s natural capacity to analyze and reason things out.

There are dozens of problem-solving skills that play out in the average workplace – all of which can contribute to your ability to correct oversights, resolve conflict , and work around unexpected obstructions.

Here are a few common examples of problem-solving skills in the workplace, and tips on how to improve them.

1. Data gathering

Figuring out the cause of a problem hinges on collecting relevant data. Consulting efficiently with colleagues, conducting online research, and brainstorming with your team are all valuable data gathering skills.

2. Active listening

As opposed to listening in a purely supportive or empathetic way, active listening involves concentrating fully on what the other person is saying so you can understand the content, respond accordingly, and remember what was said later.

3. Troubleshooting

The ability to analyze and troubleshoot a situation with the help of any data and human input you’ve gathered is essential for drilling down into the core of a problem, and scrutinizing potential solutions.

4. Brainstorming

Brainstorming has become synonymous with creative thinking, innovative idea generation, and problem-solving. The more productive your brainstorming sessions, the more likely you and your group are to put together a list of quality, workable solutions.

It’s interesting to note that effective decision making is both a contributor to, and a by-product of, effective problem-solving.

For example, honing your analytical abilities and other problem-solving skills will inevitably help you make better decisions. The more efficient your decision-making process becomes, meanwhile, the better you’ll get at uncovering and acting on the most promising solution to any dilemma.

A simple problem-solving scenario

It’s clear that we can all benefit from getting more comfortable with problem-solving in the workplace.

Examples of situations where your problem-solving skills will come in handy aren’t difficult to find, and might include:

• Fixing a technical issue for your customer.
• Improving your student’s test performance.
• Reducing the theft of your in-store merchandise.
• Bumping up your marketing reach.

But, here’s the interesting thing. While it’s evident in each of these situations that there’s a problem to be solved, the exact nature of that problem isn’t so obvious.

In the student’s case, for example, you’d need additional input to help you figure out why they’re performing poorly. Only then would you be able to take steps to find the best-fit solution and achieve the desired learning outcome.

Here’s a simple scenario to help demonstrate that idea:

Bringing new customers onboard in a timely manner is an important part of your client relations strategy. Since hiring Alex a few weeks ago, however, your onboarding process has been taking longer than it should and team members are beginning to complain.

While you can see that the problem in this scenario is the fact that your team isn’t meeting their client onboarding goals, the key is to get clear on exactly what’s causing the hold-up.

You could jump to the conclusion that Alex has time management issues and that it’s time to start looking for a replacement. But, since one of the most common mistakes in business problem-solving is attempting to seize on a solution right away, that might cause you to waste time and resources on a remedy that ultimately proves unnecessary, or that doesn’t provide a viable fix.

Instead, it’s time to put your problem-solving skills to work.

Using data gathering and troubleshooting to pinpoint and clarify the bottleneck in your onboarding process – and active listening to interpret the situation from Alex’s perspective – you soon determine that the real cause of the problem is not what you thought.

In truth, an administrative oversight during the hiring process (yet another problem to be solved!) left Alex unaware of, and without access to, the business process map that’s so vital to efficiently onboarding new customers. Once you provide the necessary resources, it doesn’t take Alex long to get up to speed – and your client onboarding process to revert back to the well-oiled machine that it was.

Even with a team of eager problem-solvers by your side, the truth is that it’s often necessary to have the right problem-solving tools in place to achieve your desired results. That’s where versatile mind mapping software can help.

Not only does MindManager® provide a visual framework that fully supports the problem-solving process, it improves comprehension, inspires more creative solutions, and boosts your ability to make the best possible decisions.

Ready to take the next step?

MindManager helps boost collaboration and productivity among remote and hybrid teams to achieve better results, faster.

Why choose MindManager?

MindManager® helps individuals, teams, and enterprises bring greater clarity and structure to plans, projects, and processes. It provides visual productivity tools and mind mapping software to help take you and your organization to where you want to be.

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15 Team building statistics, facts, and figures to cite in 2024

Team-building is one of the best investments an employer can make in their business. It facilitates teamwork, improves communication, boosts people’s problem-solving abilities, and fosters healthy competition. Like scaffolding around a house, it literally helps you build a team from the ground up.

But you know all this already. You’ve heard it said a thousand times before. What you’re looking for now is proof! What evidence is there to back up the supposed value of this investment? Today, we’re going through 15 compelling team building statistics, facts, and figures that demonstrate its worth (and shed light on the state of the industry as a whole). ‍

Top team building statistics (cite them for free!)

From research revealing the need for team-building to statistics proving its effectiveness , we’ve split the coming list of team-building statistics into sections to make it easier to digest. Feel free to use these facts and figures for whatever purpose you have in mind! To cite them online, link to https://www.surfoffice.com/blog/teambuilding-statistics – preferably using the text “team building statistics.” ‍

Statistics showing the value of team-building

Bonding. Conflict resolution. Results. Read on for our favorite statistics proving the value and effectiveness of team-building activities .   ‍

1. Familiarity is proven to boost performance

Familiarity may breed contempt in some situations. However, when it comes to performance, it’s central to success. For example, one study 1 found that cardiac surgeons performed significantly better (as measured by patient mortality) when they conducted more procedures at the same hospital vs. different hospitals. In short, becoming familiar with the team led to improved outcomes.

This is relevant because, in many ways, team-building can be defined as a process of co-workers getting more familiar with each other! Through games like “two truths, one lie” and “Minefield,” they learn about one another, find common ground, and develop trust . Workplace performance enjoys a boost as a result. ‍

2. 90% of employers say a sense of community is key to success

In a recent Gusto survey 2 , almost all employers agreed that developing a sense of community at work contributed to their success. Enter the potential value of team-building, which exists almost exclusively to bring people together! Whether you play a quick game of “human knot” or go on a week-long team-building retreat , these activities inevitably create that sought-after sense of community. 

As a quick aside, 84% of employees in the same survey said fostering a sense of community was important to their employers. The result? Any efforts you put into this team-building endeavor won’t go unnoticed! ‍

3. Socializing as a team improves communication patterns by 50%

Over a decade ago, Harvard Business Review published an article entitled The New Science of Building Great Teams 3 , in which the author notes how important social time is to team performance. Apparently, this single factor can account for over “50% of positive changes in communication patterns.”

Of course, there’s much more to effective team-building events than the social element. Yet there’s also no denying that it’s a crucial puzzle piece! Co-workers get to meet and hang out in informal settings, engaging in conversation as they go. In effect, communication improves directly and indirectly. The actual activities are often designed to hone this key skill, while the social aspect does it automatically. ‍

4. A sense of belonging reduces employee turnover

That same Gusto survey 2 we mentioned earlier also found that 54% of employees had stayed in jobs longer than “their best interest” because of a strong sense of belonging. In other words, being and feeling like part of the team was enough to stop them from leaving! Conversely, 52% had either left or strongly considered leaving past positions because that wasn’t the case.

Thus, when done right, team-building can reduce employee turnover – another example of how it can pay for itself. After all, not only do job vacancies have an opportunity cost, but the hiring process can also be time-consuming and expensive. Given that 37% of employees say working with a great team “is the most effective way to retain strong employees,” investing in the quality of yours is a sensible step. ‍

5. Workplace best friends boost engagement among women

Having your best friend in the office would probably make you less inclined to work, right? Wrong! Evidence from Gallup 4 suggests the opposite – at least among women. Indeed, one article notes that female employees who have a best friend in the workplace are twice as likely to be engaged at work versus women who don’t.

Now, we’re not claiming team-building exercises will turn employees into best friends overnight (or at all, for that matter!). But by spending quality time together, having fun, talking, laughing, trusting, and learning more about each other, they will grow closer. And if the Gallup research is anything to go off, then the relationships formed along the way should lead to newfound engagement.  ‍

6. Expect reduced turnover, fewer safety incidents, and greater productivity

This team-building statistic comes from Gallup 5 data, too. Apparently, just 30% of employees in the US strongly agree that their opinions seem to matter at work. When that number goes up to 60%, though, businesses can enjoy a:

• 27% drop in employee turnover
• 40% drop in safety incidents
• 12% boost in productivity

Gallup 5 discusses these figures in the context of what’s called “psychological safety,” or “a climate in which people are comfortable being (and expressing) themselves.” As psychological safety improves, employees should be more likely to express themselves and feel like their opinions matter, prompting those valuable benefits.

Team-building activities naturally boost psychological safety. They’re a chance to mingle in a casual setting, with nothing but fun, togetherness, and group learning on the menu. ‍

7. Science proves that collaboration supercharges performance

Over the years, a wide range of scientific studies have investigated the benefits of teamwork. For example, a 2014 Stanford Study 6 found that participants who were primed to act collaboratively worked on a challenging puzzle for 64% longer than control groups, saying they’d done so because they found it interesting. Their engagement and success rates were higher, too, while fatigue was lower.

What’s more, these participants weren’t even working together! They’d simply been exposed to cues that signaled an opportunity to collaborate. Here lies the power of collaboration – the mere perception of it can boost performance. Similarly, another study described by Forbes 7 revealed that companies that promote collaborative working are 5 times more likely to perform at a high level. The conclusion?

Because collaboration’s at the heart of team building, doing these activities with your employees should make them perform better in the workplace. ‍

8. Team-building helps remote teams outperform colocated ones

Many people continue to believe traditional in-office teams are more effective than remote ones. And they can be. However, even research from back in 2009 proved the opposite can also be true – especially when factors pertaining to team-building are present.

Frank Siebdrat et al. 8 found that virtual teams outperform colocated ones when they have higher levels “of mutual support, member effort, work coordination, balance of member contributions and task-related communications.” They continue, “…organizations must also ensure that team members commit to the overall group goals, identify with the team and actively support a team spirit .” ‍

Statistics showing the need for team-building

The state of work is changing. Employee needs have shifted. And there have never been more obstacles stopping them from being productive. Having seen how team-building can help, let’s turn to some statistics that demonstrate why now’s a good time to do it. ‍

9. 55% of employees don’t know their co-workers well

Another notable finding from the aforementioned Gusto survey was that the majority of employees said they didn’t a) know their teammates very well or b) feel personally connected to them. The good news is 45% of respondents did feel that way. Yet there’s clearly room for improvement.

If you’re unsure how these figures match up to sentiments among your own employees, consider surveying them to find out. And, while you’re at it, consider asking about their overall job satisfaction! Gusto found that 24% of small businesses don’t measure this key metric.  ‍

10. Less than one-third of employees are engaged

Gusto’s Community at Work report begins with a startling statistic: just 32% of workers in the United States are currently engaged in their jobs. Furthermore, 50.8% are “not engaged,” and 17.2% are “actively disengaged.” Team-building may be unable to re-engage such workers completely, but it’s a good place to start! You’ll bring everyone together, do something different, put a smile on their faces, and start cultivating that vital sense of community that helps drive loyalty and productivity.

In addition, employees of larger companies report lower levels of engagement than those of smaller ones. This suggests the need for (and value of) team-building grows as organizations increase in size. ‍

11. Productivity can decline over 20% due to employee isolation

According to Gallup 9 , studies have shown that a sense of isolation among employees can impact productivity by up to 21%. That’s a troubling statistic at any time. But it’s of particular concern now remote work and distributed teams are so commonplace. Employees in these situations may never meet their colleagues in person, suggesting isolation will be a growing problem for businesses to address.

With employee connectedness at its core, team-building offers an effective solution. Even if you can’t meet face to face, doing these activities online still creates an opportunity to connect, socialize, and form new friendships. Feelings of isolation should decrease, which may boost productivity in the process. ‍

12. 36 Million Americans will work remotely by 2025

According to Forbes 10 , that’s a 417% increase from what it was a few years ago. And in addition, 68% of Americans would now rather be fully remote (citing work-life balance and lower stress as primary incentives). Clearly, what it means to work in a team is changing. More employees than ever are entering a setup with little to no face-to-face interactions with colleagues.

Given our previous comments on the downsides of such isolation, there’s further incentive to organize some team-building. Whether it’s done together at a company offsite or held virtually, you can counteract the negative effects of remote working and develop a strong team dynamic despite the distance between you.   ‍

13. Teamwork suffers with remote working

The steady move away from traditional working models to remote working is a problem for teamwork as well. Gitlab’s 2021 Remote Work Report 11 has a fascinating insight on this topic. In their survey of 3,900 adults, 80% said they’d recommend remote working to a friend, and 81% were satisfied with productivity.

Despite this, only 37% said their organization managed to successfully align work across projects. As Gitlab puts it, “There’s a disconnect between the ostensibly high levels of satisfaction with remote work and the actual pain people are feeling day-to-day…teamwork across organizations is struggling.” Later in the report, they note how one-third of respondents felt disconnected from peers and that two-thirds of those aged 21-38 reported “siloes created by different teams using different tools.” 

Once again, for all the reasons we’ve discussed, face-to-face and virtual team-building promises to fill these voids. Not only is it designed specifically to improve teamwork, but it should also promote a sense of connection to each other, no matter where colleagues are in the world. ‍

14. Only one-third of remote companies take simple team-building actions

Another of the most noteworthy team building statistics in Gitlab’s report 11 is that just 33% of remote organizations implement simple actions to promote a sense of community. Here’s what they do:

• 33% hold virtual tea/coffee breaks
• 28% hold occasional in-person team meetings
• 27% hold virtual happy hours
• 25% hold occasional team events in-person
• 24% schedule spontaneous meetings
• 23% have occasional in-person team meals

Clearly, there’s a lot of room for improvement! Well-organized and professional team-building activities (whether for remote or traditional firms) would plug the gaps. ‍

15. Remote workers miss face-to-face connections and struggle to fit in with the company culture

Owl Labs’ 2022 State of Remote Work Report 12 found that 41% of remote employees expressed difficulty fitting into the company’s culture. And Hubspot’s 2022 Hybrid Work Report 13 found that 40% of remote employees miss spontaneous, in-person meetings with their co-workers.

Team-building activities of all types, shapes, and sizes can address both of these problems! Whether you’re on a team retreat in a Portuguese fishing village or having a virtual trivia night, attendees re-engage with each other and the organization at large. United by the company for which they work, spending time together in this way should also re-acquaint teammates with its culture. ‍

Build a better team on a Surf Office retreat

Team building isn’t just a feel-good gimmick. As most CEOs and managers will attest, when it’s done well, it fosters outcomes crucial to business success. Everything from communication and teamwork to productivity and employee retention can receive an invaluable boost. Ultimately, employers end up with a cohesive group of co-workers who work more effectively together.

With any luck, these team building statistics have proven why these activities are so beneficial and left no doubt in your mind about the ROI they offer. Given the current changes to working models and challenges that every work team faces, there’s no better time to invest in them than the present.

Are you interested in reaping similar rewards by organizing a team-building event of your own? Contact Surf Office for help with the logistics! We have years of experience organizing company offsites and team-building retreats for businesses of all sizes. You tell us what you want, and we can take it from there.

• 2006 Cardiac Surgery Performance Study
• Gusto’s Community at Work Report (PDF)
• HBR, “The New Science of Building Great Teams”
• Gallup, “Why We Need Best Friends at Work”
• Gallup, “How to Create a Culture of Psychological Safety”
• 2014 Stanford Study on Collaboration
• Forbes, “New Study Finds That Collaboration Drives Workplace Performance”
• 2009 MIT study, “How to Manage Virtual Teams”
• Gallup, “Lead Your Remote Team Away From Burnout, Not Toward It”
• Forbes, “Here’s What’s Happening to Remote Work in 2023”
• Gitlab’s 2021 Remote Work Report (PDF)
• Owl Labs’ 2022 State of Remote Work Report
• Hubspot’s 2022 Hybrid Work Report

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50 workplace statistics you cannot ignore in 2024.

In a world still reeling from the pandemic and economic struggles, the modern workplace has been turned on its head.

Companies face unprecedented layoffs, and employees feel the weight of increased stress and burnout.

But don't let the chaos fool you! 

Hidden within the turmoil are valuable insights into the current state of the workforce.

We've compiled a list of 50 thought-provoking workplace statistics that will give you a glimpse into the challenges and opportunities of the modern workplace in 2024. 

Get ready to be amazed as we unveil the latest updates on what's happening in organizations across the globe. 

These workplace statistics will leave you surprised and help you make informed decisions for your workplace. From improving productivity to boosting employee engagement, these numbers hold the key to rethinking your business strategy and company culture.

Considering these stats will help you to rethink your business strategy, company's work culture, and environment.

"Over the past year, no area has undergone more rapid transformation than the way we work. Employee expectations are changing, and we will need to define productivity much more broadly — inclusive of collaboration, learning, and well-being to drive career advancement for every worker, including frontline and knowledge workers, as well as for new graduates and those who are in the workforce today." - Satya Nadella, CEO at Microsoft .

💁‍♀️ Attitude toward the workplace statistics

1. For 80% of organizations, the highest priority for 2022 was maintaining employee morale and engagement. (SHRM)

Higher engagement and morale will result not only in employee satisfaction but also in higher productivity. 

2. Employees who consistently get acknowledgment from their managers for good work are five times happier. (Qualtrics)

Appreciation is a must in the workplace for employee motivation . That's the reason companies conduct rewards and recognition programs to appreciate their employees. 

Tip: Your manager should routinely appreciate and acknowledge deserving employees' efforts. 

💡 Discover 42 meaningful employee recognition ideas to boost engagement in your workplace.

3. Globally, the employee engagement rate is only 21%, and 33% of workers thrive in their overall well-being. (Gallup)

Higher engagement can build good relationships in the workplace. The Gallup study also reveals that employers with highly engaged employees are 23% more profitable than those with miserable workers. 

Another interesting fact is that American employers have the most engaged employees globally.

4. 55% of Millennial workers are not engaged in their work. (Gallup)

A Gallup study points out that Millennials are the highest non-engaged employees at work as compared to other generations: 

• Gen X (50%); 
• Baby Boomers (48%); 
• the Silent Generation (41%).

5. Workers with the highest engagement are 87% less likely to leave their organization. (Zippia)

Good engagement at the workplace brings mental satisfaction and enables good relations among employees. Therefore, it's evident that these employees are more likely to stay at their current job. 

🔍 Is all of the employee engagement talk worth the hype? Discover 46 extra employee engagement statistics and draw your own conclusions. 

👵 Generational change in the workplace statistics 

5. Gen X has the highest level of full-time employment (63%) among all the generations. (Gallup)

Comparatively, 54% of Millennials have full-time jobs. 

However, both of these generations also have the highest underemployment rate. This study includes people who're jobless or doing part-time but desire a full-time job.   

Flexibility at work

6. 76% of Millennials expect flexibility at their work. (Forbes)

All generations consider flexibility at their work, Millennials being the highest. Comparatively, 64% of Gen X and 69% of Gen Zers expect the same. Furthermore, flexible working benefits are the most critical factor for 38% of Millennials, 33% of Gen X, and 32% of Gen Z.

New job priorities

7. 59% of Millennial job seekers investigate learning and growth before applying to a new job. This number is considerably higher compared to other generations: 41% of baby boomers and 44% of Gen X. (Gallup)

8. 58% of Millennials look out for a great boss and quality manager while considering a new job. (Gallup)

A Gallup study points out that most Millennials consider the "quality of manager" factor before applying for a new job. Comparatively, 50% of Gen X and 60% of Baby Boomers say the same.

Does this ring a bell? Remember the cliche "People don't quit their jobs, they quit their bosses"? Maybe it wasn't a cliche after all. 

Top concerns at work

9. 64% of Gen X value job prestige the most at their workplace. (LiveCareer)

This sentiment is also common for other generations:

• 58% of Millennials; 
• 53% of Gen Z; 
• 59% of Baby Boomers. 

10. 46% of Baby boomers and Millennials consider job security the second most important aspect. (LiveCareer)

As for what the different generations value second and third most, the results are somewhat diverging: 

• For Baby Boomers, job security comes second, and flexibility comes third.
• For Gen X, chances for growth come second, and job security comes third.
• Millennials mirror Gen X, so chances for growth come second, and job security comes third.
• For Gen Z, job security comes second, and chances for growth come third.

11. Living costs are the biggest concern for 29% of Gen Z and 36% of Millennials. (Deloitte)

The top concerns among the GenZ and Millennials are: 

• the cost of living; 
• climate change; 
• healthcare; unemployment; 
• crime safety.

🌈 Diversity in the workplace statistics

Unemployment.

12. 10.1% of people with disabilities in the U.S. were jobless in 2021. (U.S.Bureau of Labor Statistics)

Across all age groups, the unemployment rate is higher in people with disabilities than in those without disabilities. Hence, companies are focusing more on hiring people without disabilities. 

C-suite roles

13. 22% of the C-suites in the software industry are women. (McKinsey)

The same study also found that the number of women holding C-suite levels in the tech hardware industry dropped to 14%. Now, some companies are focusing on increasing the number of women in leadership positions.

14. Women of color hold only 5% of the C-suite level positions. (McKinsey)

Women of color are the most underrepresented demographic in corporate America (compared to white female employees, white male employees, and men of color). 

Additionally, the representation of women of color between entry-level and C-suite levels drops by more than 75%.

Women in the workplace and women leadership statistics

15. 46% of working people are female in the United States. (Zippia)

The Covid-19 pandemic has impacted labor force participation among both men and women. Therefore, there has been a 2.2% increase in the women's labor workforce since 2020.

16. Women's wages equal 83.1% of men's wages. (U.S. Bureau of Labor Statistics)

The U.S. Bureau of Labor Statistics surveyed full-time men's and women's median weekly earnings. As per the study, the median earnings for women were $912, 83.1% of men's median weekly earnings.

17. For every 100 men promoted to manager positions, only 87 women receive a promotion. (McKinsey)

Significantly, men outnumber women in higher management positions. Hence, very few senior-level female employees occupy high-level managerial positions.

18. The share of women hired into leadership roles (Director, VP, CXO, partner) has increased from 33.3% in 2016 to 36.9% in 2022. (World Economic Forum)

The industries with the highest shares of females hired into leadership are: 

• non-governmental and membership organizations (47%);
• education (46%);
• personal services and well-being (45%);
• healthcare and health services (42%);
• government and public sector (40%). 

Still, only 8% of CEOs in Fortune 500 companies are women. (Fortune)

Women CEOs made up a total of 41 Fortune 500 companies, which is the highest number ever. 

A sad anecdote is that there are more chief executives named Michael and James than women who lead S&P 500 companies.

19. In 2022, the global gender gap was closed by 68.1%. However, at the current rate of progress, it will still take 132 years to reach full parity.

🤹 Workplace skills and competencies statistics 

20. Only 40% of employees said that their employer is helping them upskill. (PWC)

While companies are investing in their people, employees deem these efforts insufficient. 

As per the research, only 40% of employees agreed that they're upskilling at their workplace. 

21. 37% of professionals say that upskilling their employees will help them handle future labor and skills shortages. (Korn Ferry)

Employers can no longer rely only on external sources to fill positions in their workplace. 

👀 Therefore, internal mobility is crucial as it helps fill talent gaps for specific roles and saves employers from attrition. 

Tip: Investing in specialized training, coaching , and development programs can provide access to opportunities for current employees with upskilling.

22. 68% of the organizations say recruiting employees with the necessary skills is their 3rd highest priority. (SHRM)

As per the report, maintaining morale and engagement and retaining top talents are the topmost priority of organizations. 

Tip: Ensuring that your recruiting efforts result in successful hires will save you from attrition and turnover costs.

💡 Zappos has an unusual onboarding strategy to ensure successful hires that match their corporate strategy: paying them to leave. 

📈 Workplace productivity statistics  

23. Office employees are productive for only 31% of their working day. (Zippia)

The productivity of an average employee is 60% of their working day, which equals 4.8 hours of productivity per day. However, the productivity of office employees is less and equals only 2 hours 53 minutes per day. 

24. 86% of workers prefer to work in a private space to reach higher productivity. (Hubspot)

For most employees, a quiet and private space is the best way to complete their tasks and achieve their targets. Working at the office can come with many distractions through colleagues, meetings, a loud environment, etc. A quiet environment free of distractions can help employees focus on their tasks and reach their full potential.

25. An average employee spends 5 hours a week surfing unnecessary websites. (Hubspot)

28% of the average employee's working day is spent on surfing sites unrelated to work. Wasting time on these activities spoils the entire active mind and leaves them in a panic and stressful state of mind.

🤩 Workplace benefits statistics  

26. Paid vacation was available to 92% of the private-industry employees at the largest companies. (U.S. Bureau of Labor Statistics)

Paid vacations are granted to employees once they have met a specific length of service, for instance, 90 days, six months, one year, or three years. 

Paid time off is one of the best ways to maintain a work-life balance. 

This report also indicates that paid vacation was available to 71% of the smallest private companies (2021). 

27. 63% of the workers would reject the job offer if it didn't include paid time off. (Zippia)

Paid time off is a leave granted to employees for any reason, such as sickness, family emergency, vacation, or other personal reasons. Providing paid time off to employees can result in greater flexibility and satisfaction at the workplace. 

28. 67% of employers offered paid time off, 6% offered paid unlimited leave, and 67% provided paid time off. (SHRM)

Most employees use leaves from their PTO to boost mental health, catch up on sleep, enjoy a vacation, and then return to work with a refreshed mind. 

29. 71% of workers in the private sector have access to consolidated leave. (U.S. Bureau of Labor Statistics)

A consolidated leave plan offers different types of leaves to employees that they can avail of at a single time. For instance, one employee could take a more extended vacation instead of shorter leaves at different times.

30. 92% of employees want a 4-day work week, and every 1 in 3 would accept a 5% or more pay cut in exchange. (Qualtrics)

Employees hold that a 4-day work week will improve their mental health and significantly impact their productivity. 

Plus, 74% of the employees say they can complete the same number of tasks in four days.

However, when asked to choose between greater flexibility and a four-day work week, employees tend to favor flexibility: 

• 50% of employees would prefer increased flexibility to work when they want.
• 47% said they would rather have a four-day workweek.

31. Only 42% of workers say their compensation can keep up with the rising living expenses. (PWC)

PWC conducted an employee financial wellness survey of over 3000 employees across different sectors. 

2 out of 5 full-time workers said their topmost financial concern is inflation, as the cost of everything is rising.

🧘 Workplace well-being statistics  

Employee well-being programs.

32. Less than half of American employees feel their companies are empathetic towards them. (Gallup)

A wellness program has a significant positive impact on employees and the company's culture. It comes with numerous benefits, including: 

• employee satisfaction; 
• reduction in elevated risks; 
• financial sustainability; 
• higher productivity; 
• less employee absenteeism, etc. 

33. More than 80% of employees working in companies engaged with employee well-being programs say that they enjoy working. (Zippia)

The same report reveals that 85% of employees intend to continue working at their jobs. 

In comparison, only 40% of their employees enjoy working for employers without wellness programs. Furthermore, only 58% say they'll stay at their current job.

34. Wellness programs can reduce absenteeism by 14 to 19%. (Zippia)

Money spent on employee well-being programs has a clear ROI.

➡️ Do you need extra help pitching employee well-being programs to your executives? Check out some extra employee well-being ROI statistics and get five practical tips to improve employee well-being in your workplace.

Work-related stress and anxiety

35. 40% of the global workforce is worried, 44% stressed, 21% angry, and 23% sad. (Gallup)

Globally, females are more likely to experience these daily negative emotions at work than men. Additionally, age groups less than 40 are more likely to experience these as compared to workers at age more than 40. 

36. Depression and anxiety cost the global economy $1 trillion each year. (WHO)

According to the World Health Organization, stress, poor management of work-related stress, and anxiety at the workplace cost $1 trillion per year.

Work can be a good factor for mental health, but in some cases, it can also worsen mental health. 

Hence, work-related stress management is a must-have in every organization.

37. 55% of workers have experienced job stress. (Study finds)

A detailed report from the survey of 2000 American employees also finds out that 38% of workers have experienced symptoms of depression. 

In addition, 37% of the same group lack motivation, 31% deal with anger, and 36% with anxiety. 

These concerns are making it more difficult in the workplace. Also, the three most significant reasons for severe work-related stress are overworking, lack of work-life balance, and being underpaid.

Workplace burnout statistics

38. 49% of workers experience burnout at the workplace. (McKinsey)

Most of the burned-out employees may have already left the job.

39. Employees who do not receive support at the workplace are 70% more likely to experience burnout. (Zippia)

Unfair treatment also employees receive unfair treatment. For example, poor treatment at the workplace leads to 2.3x more likely to experience burnout. 

😟 Workplace concerns statistics  

40. 51% of workers aged over 40 feel that their age would be a hurdle for a new job search. (Senior living)

A survey of 1239 employees over 40 revealed that age discrimination is severe in the workplace. Plus, 9% of employees over 40 have experienced age discrimination in their current job. 

41. 44% of HR professionals reveal political volatility at work. (SHRM)

Political volatility is often common in many organizations. Unfortunately, it can cause major conflict at work. 

42. 16.3% of sexual harassment charges are filed by men in the workplace. (EEOC)

EEOC received 5581 receipts for charges alleging sexual harassment while conducting a survey. Out of which, 721 settlements were concluded. The charges filed by men were stable from 2010 to 2021, ranging from 15.9% to 17.8%.

43. 91% of Fortune 500 companies prohibit sexual orientation discrimination in the workplace. (HRC)

Regardless of sexual orientation, gender discrimination has also been a major issue in the workplace. Still, several companies are now taking steps against gender discrimination. As a result, 83% of the Fortune 500 companies prohibit gender discrimination in the workplace compared to 3 in 2000.

😞 Employee turnover statistics  

44. The average tenure of an employee is only 4.1 years. (U.S. Bureau of Labor Statistics )

The median number of years was 4.1 in January 2022 for the wage and salary workers. U.S. Bureau of Labor Statistics also reveals that this remains unchanged from 2020.

45. 49% of executives saw higher turnover post-Covid-19 pandemic. (SHRM)

The turnover rate looks more elevated than the normal range. So many companies struggle to keep great employees in the workforce. 

Employers need to work on areas that would help employees to stay and continue working with them. 

For instance, providing greater flexibility or appreciation are great ways to start.

🏆 But if you need more strategies to up your retention game, check out 25 employee retention best practices for keeping your best talents.

46. 82% of the employees consider job quitting because of their manager's behavior. (Goodhire)

Employees across ten countries declared quitting their jobs due to their manager's disrespectful behavior. Some instances of bad manager behavior are: disrespecting their staff's private time, micromanaging, and being dishonest with them. 

Destructive manager behaviors leave a stain on your entire organization. 

💪 Be proactive with training your next generation of leaders. Create effective leadership development plans .

💼 To improve your current leaders, you must share effective feedback to encourage behavioral change. 

47. 48% of people leave jobs and move to a different industry. (McKinsey)

Globally, only 35% of people who quit their job have taken roles in the same industry. 

This trend has affected several industries negatively, as every industry and role requires specific skills and knowledge. 

🖥️ Hybrid and remote work statistics

You may still be on the fence about whether or not you must consider a hybrid work model in your organization. 

Obviously, it depends upon individual needs, but these workplace statistics will help you consider the right decision.

48. 66% of business leaders consider redesigning the office workplace to accommodate hybrid work better. (Microsoft)

The same Microsoft study reveals that 70% of employees prefer to stay flexible as remote workers, whereas 65% prefer in-person time with their team. 

Therefore, business decision-makers consider redesigning office space to enhance the hybrid work environment. In the future, companies are focusing on bringing in more hybrid models. 

49. 72% of employees say their organizations are planning for some amount of permanent remote work in the future. (Buffer)

Compared to 2021, there is a 46% increase in remote work planning at organizations. Furthermore, 38% of people weren't sure if their company had plans for remote work. However, these numbers dropped to 19% in the year 2022.

🖥️ Want to know more eye-opening statistics? Here are 33 hybrid and remote work statistics .

50. Machine learning is among the top 5 fastest-growing industries globally and will continue to grow in the upcoming years. (LinkedIn)

A Linkedin study reveals that machine learning jobs will rise in countries like the U.K., Singapore, Italy, and Egypt. 

🔮 Looking for more future trends? Here we have more eye-opening future of work statistics for you.

➡️ Stay ahead of the curve with Zavvy

To sum up with another well-used cliche: the only constant is change. And perhaps this never held as much value as in today's world of work. But, as we're witnessing the most prominent disruptions in how (and where) we work, communicate and relate to work, you and your organization cannot be passive bystanders. 

Your people expect you to adjust, adapt, and solve their newest challenges.

🙋‍♀️ We're here to help you with this.

Zavvy ensures you go the extra mile to deliver rewarding experiences for your employees:

• You can create a lasting impression on your new hires with our onboarding and preboarding software . We do not leave you in the middle of your journey. We'll walk with you at every step carrying our magic resources (hint: lots of templates and expert knowledge). 
• We have built a learning management system and employee development software to boost your people's and company's performance. Yes, we understand how important it is to analyze performance and professional development and provide valuable feedback to the employees. 
• Creating excellent business leaders can help you improve retention and productivity at your workplace. Therefore, we have introduced performance review and 360 feedback software to shape your employees' skills and prepare them for new and exciting challenges.
• But before you fit them in their specific roles, you'll also need to clarify roles for all positions and bring in fair progression. Our career pathing software will help you make clear career development pathways for your workforce.

Want to see it all in action? Get a demo to answer your queries, or arrange a free trial.

• SHRM | State of the Workplace Study 2021-2022
• Buffer | 2022 State Of Remote Work
• Gallup | State of the Global Workplace: 2022 Report
• Zippia | 22 MUST-KNOW EMPLOYEE ENGAGEMENT STATISTICS [2022]: TRENDS, BENEFITS, AND MORE
• Gallup | How Millennials Want to Work and Live
• Forbes | What The Generations Want From Work: New Data Offers Surprises
• Deloitte | The Deloitte Global 2022 Gen Z and Millennial Survey
• Live Career | Different Generations in the Workplace | 2023 Study
• Bureau of Labor Statistics | Persons with a Disability: Labor Force Characteristics - 2021
• McKinsey | Women in the Workplace 2021
• McKinsey | Women in the Workplace 2022
• Zippia | WHAT PERCENTAGE OF THE WORKFORCE IS FEMALE? [2022]
• Bureau of Labor Statistics | TED: The Economics Daily
• Fortune | This Women’s History Month, here’s a radical idea: Let women lead
• PWC | The Leadership Agenda
• Korn Ferry | Future of Work Trends 2022: A new era of humanity
• SHRM | State of the Workplace 2021-2022
• Hubspot | How to Stop the Most Common Productivity Prohibitors [Infographic]
• Zippia | 20 INCREDIBLE PRODUCTIVITY STATISTICS [2022]: AVERAGE EMPLOYEE PRODUCTIVITY IN THE U.S .
• Bureau of Labor Statistics | Employee Benefits Survey
• Zippia | 50+ TELLING PAID TIME OFF (PTO) STATISTICS [2022]: AVERAGE PTO IN THE UNITED STATES
• SHRM | 2022 Employee Benefits
• Qualtrics | Most U.S. Employees Want a Four-day Work Week Even if it Means Working Longer Hours
• PWC | 2022 PwC Employee Financial Wellness Survey
• Linchpin SEO | Trends Shaping Corporate Wellness Programs In 2023
• ZIppia | 22 TELLING EMPLOYEE WELLNESS STATISTICS [2022]: HOW MANY COMPANIES HAVE WELLNESS PROGRAMS
• WHO | Mental Health and Substance Use
• Study Finds | American breaking point: 1 in 4 workers have quit their job over mental health
• McKinsey | Employee burnout is ubiquitous, alarming—and still underreported
• Zippia | 20+ ALARMING BURNOUT STATISTICS [2022]: STRESS AND LACK OF MOTIVATION IN THE WORKPLACE
• Senior Living | Though Age Discrimination Charges Are Decreasing, Half of Workers Over 40 Feel Their Age Would Be a Hurdle in Job Search
• SHRM | Managing Workplace Conflict
• EEOC | Charges Alleging Sex-Based Harassment (Charges filed with EEOC) FY 2010 - FY 2021
• HRC | LGBTQ+ Equality at the Fortune 500
• Bureau of Labor Statistics | EMPLOYEE TENURE IN 2022
• SHRM | SHRM Research Highlights Lasting Impact of the ‘Great Resignation’ on Workers Who Choose to Stay
• Good Hire | Warning to Managers: Survey Shows Most Workers Will Quit a Bad Boss
• McKinsey | The Great Attrition is making hiring harder. Are you searching the right talent pools?
• Microsoft | The Next Great Disruption Is Hybrid Work—Are We Ready?
• Linkedin | The Fastest-Growing Jobs Around the World

Alex is a marketer at Zavvy. On this blog, he mainly shares insights gained from discussions with selected experts and from helping our customers set up and improve their onboarding or learning programs.

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• Turn your team into skilled problem sol ...

Turn your team into skilled problem solvers with these problem-solving strategies

Picture this, you're handling your daily tasks at work and your boss calls you in and says, "We have a problem." 

Unfortunately, we don't live in a world in which problems are instantly resolved with the snap of our fingers. Knowing how to effectively solve problems is an important professional skill to hone. If you have a problem that needs to be solved, what is the right process to use to ensure you get the most effective solution?

In this article we'll break down the problem-solving process and how you can find the most effective solutions for complex problems.

What is problem solving? 

Problem solving is the process of finding a resolution for a specific issue or conflict. There are many possible solutions for solving a problem, which is why it's important to go through a problem-solving process to find the best solution. You could use a flathead screwdriver to unscrew a Phillips head screw, but there is a better tool for the situation. Utilizing common problem-solving techniques helps you find the best solution to fit the needs of the specific situation, much like using the right tools.

Decision-making tools for agile businesses

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4 steps to better problem solving

While it might be tempting to dive into a problem head first, take the time to move step by step. Here’s how you can effectively break down the problem-solving process with your team:

1. Identify the problem that needs to be solved

One of the easiest ways to identify a problem is to ask questions. A good place to start is to ask journalistic questions, like:

Who : Who is involved with this problem? Who caused the problem? Who is most affected by this issue?

What: What is happening? What is the extent of the issue? What does this problem prevent from moving forward?

Where: Where did this problem take place? Does this problem affect anything else in the immediate area? 

When: When did this problem happen? When does this problem take effect? Is this an urgent issue that needs to be solved within a certain timeframe?

Why: Why is it happening? Why does it impact workflows?

How: How did this problem occur? How is it affecting workflows and team members from being productive?

Asking journalistic questions can help you define a strong problem statement so you can highlight the current situation objectively, and create a plan around that situation.

Here’s an example of how a design team uses journalistic questions to identify their problem:

Overarching problem: Design requests are being missed

Who: Design team, digital marketing team, web development team

What: Design requests are forgotten, lost, or being created ad hoc.

Where: Email requests, design request spreadsheet

When: Missed requests on January 20th, January 31st, February 4th, February 6th

How : Email request was lost in inbox and the intake spreadsheet was not updated correctly. The digital marketing team had to delay launching ads for a few days while design requests were bottlenecked. Designers had to work extra hours to ensure all requests were completed.

In this example, there are many different aspects of this problem that can be solved. Using journalistic questions can help you identify different issues and who you should involve in the process.

2. Brainstorm multiple solutions

If at all possible, bring in a facilitator who doesn't have a major stake in the solution. Bringing an individual who has little-to-no stake in the matter can help keep your team on track and encourage good problem-solving skills.

Here are a few brainstorming techniques to encourage creative thinking:

Brainstorm alone before hand: Before you come together as a group, provide some context to your team on what exactly the issue is that you're brainstorming. This will give time for you and your teammates to have some ideas ready by the time you meet.

Say yes to everything (at first): When you first start brainstorming, don't say no to any ideas just yet—try to get as many ideas down as possible. Having as many ideas as possible ensures that you’ll get a variety of solutions. Save the trimming for the next step of the strategy. 

Talk to team members one-on-one: Some people may be less comfortable sharing their ideas in a group setting. Discuss the issue with team members individually and encourage them to share their opinions without restrictions—you might find some more detailed insights than originally anticipated.

Break out of your routine: If you're used to brainstorming in a conference room or over Zoom calls, do something a little different! Take your brainstorming meeting to a coffee shop or have your Zoom call while you're taking a walk. Getting out of your routine can force your brain out of its usual rut and increase critical thinking.

3. Define the solution

After you brainstorm with team members to get their unique perspectives on a scenario, it's time to look at the different strategies and decide which option is the best solution for the problem at hand. When defining the solution, consider these main two questions: What is the desired outcome of this solution and who stands to benefit from this solution? 

Set a deadline for when this decision needs to be made and update stakeholders accordingly. Sometimes there's too many people who need to make a decision. Use your best judgement based on the limitations provided to do great things fast.

4. Implement the solution

To implement your solution, start by working with the individuals who are as closest to the problem. This can help those most affected by the problem get unblocked. Then move farther out to those who are less affected, and so on and so forth. Some solutions are simple enough that you don’t need to work through multiple teams.

After you prioritize implementation with the right teams, assign out the ongoing work that needs to be completed by the rest of the team. This can prevent people from becoming overburdened during the implementation plan . Once your solution is in place, schedule check-ins to see how the solution is working and course-correct if necessary.

Implement common problem-solving strategies

There are a few ways to go about identifying problems (and solutions). Here are some strategies you can try, as well as common ways to apply them:

Trial and error

Trial and error problem solving doesn't usually require a whole team of people to solve. To use trial and error problem solving, identify the cause of the problem, and then rapidly test possible solutions to see if anything changes. 

This problem-solving method is often used in tech support teams through troubleshooting.

The 5 whys problem-solving method helps get to the root cause of an issue. You start by asking once, “Why did this issue happen?” After answering the first why, ask again, “Why did that happen?” You'll do this five times until you can attribute the problem to a root cause. 

This technique can help you dig in and find the human error that caused something to go wrong. More importantly, it also helps you and your team develop an actionable plan so that you can prevent the issue from happening again.

Here’s an example:

Problem: The email marketing campaign was accidentally sent to the wrong audience.

“Why did this happen?” Because the audience name was not updated in our email platform.

“Why were the audience names not changed?” Because the audience segment was not renamed after editing. 

“Why was the audience segment not renamed?” Because everybody has an individual way of creating an audience segment.

“Why does everybody have an individual way of creating an audience segment?” Because there is no standardized process for creating audience segments. 

“Why is there no standardized process for creating audience segments?” Because the team hasn't decided on a way to standardize the process as the team introduced new members. 

In this example, we can see a few areas that could be optimized to prevent this mistake from happening again. When working through these questions, make sure that everyone who was involved in the situation is present so that you can co-create next steps to avoid the same problem. 

A SWOT analysis

A SWOT analysis can help you highlight the strengths and weaknesses of a specific solution. SWOT stands for:

Strength: Why is this specific solution a good fit for this problem? 

Weaknesses: What are the weak points of this solution? Is there anything that you can do to strengthen those weaknesses?

Opportunities: What other benefits could arise from implementing this solution?

Threats: Is there anything about this decision that can detrimentally impact your team?

As you identify specific solutions, you can highlight the different strengths, weaknesses, opportunities, and threats of each solution. 

This particular problem-solving strategy is good to use when you're narrowing down the answers and need to compare and contrast the differences between different solutions. 

Even more successful problem solving

After you’ve worked through a tough problem, don't forget to celebrate how far you've come. Not only is this important for your team of problem solvers to see their work in action, but this can also help you become a more efficient, effective , and flexible team. The more problems you tackle together, the more you’ll achieve. 

Looking for a tool to help solve problems on your team? Track project implementation with a work management tool like Asana .

Related resources

Don’t let your digital tools sabotage the employee experience

12 tips for effective communication in the workplace

Unmanaged business goals don’t work. Here’s what does.

How Asana uses work management to drive product development

Mental Health in the Workplace

Mental Health Disorders and Stress Affect Working-Age Americans

This issue brief is available for download pdf icon [PDF – 2 MB]

Mental health disorders are among the most burdensome health concerns in the United States. Nearly 1 in 5 US adults aged 18 or older (18.3% or 44.7 million people) reported any mental illness in 2016.2 In addition, 71% of adults reported at least one symptom of stress, such as a headache or feeling overwhelmed or anxious. 4

Many people with mental health disorders also need care for other physical health conditions, including heart disease, diabetes, respiratory illness, and disorders that affect muscles, bones, and joints. 5–8 The costs for treating people with both mental health disorders and other physical conditions are 2 to 3 times higher than for those without co-occurring illnesses. 9 By combining medical and behavioral health care services, the United States could save $37.6 billion to $67.8 billion a year. 9

About 63% of Americans are part of the US labor force.10 The workplace can be a key location for activities designed to improve well-being among adults. Workplace wellness programs can identify those at risk and connect them to treatment and put in place supports to help people reduce and manage stress. By addressing mental health issues in the workplace, employers can reduce health care costs for their businesses and employees.

Mental Health Issues Affect Businesses and Their Employees

Poor mental health and stress can negatively affect employee:

• Job performance and productivity.
• Engagement with one’s work.
• Communication with coworkers.
• Physical capability and daily functioning.

Mental illnesses such as depression are associated with higher rates of disability and unemployment.

• Depression interferes with a person’s ability to complete physical job tasks about 20% of the time and reduces cognitive performance about 35% of the time. 11
• Only 57% of employees who report moderate depression and 40% of those who report severe depression receive treatment to control depression symptoms. 12

Even after taking other health risks—like smoking and obesity—into account, employees at high risk of depression had the highest health care costs during the 3 years after an initial health risk assessment. 13,14

Employers Can PROMOTE Awareness About the Importance of Mental Health and Stress Management

Workplace health promotion programs have proven to be successful, especially when they combine mental and physical health interventions.

The workplace is an optimal setting to create a culture of health because:

• Communication structures are already in place.
• Programs and policies come from one central team.
• Social support networks are available.
• Employers can offer incentives to reinforce healthy behaviors.
• Employers can use data to track progress and measure the effects.

Action steps employers can take include:

• Make mental health self-assessment tools available to all employees.
• Offer free or subsidized clinical screenings for depression from a qualified mental health professional, followed by directed feedback and clinical referral when appropriate.
• Offer health insurance with no or low out-of-pocket costs for depression medications and mental health counseling.
• Provide free or subsidized lifestyle coaching, counseling, or self-management programs.
• Distribute materials, such as brochures, fliers, and videos, to all employees about the signs and symptoms of poor mental health and opportunities for treatment.
• Host seminars or workshops that address depression and stress management techniques, like mindfulness, breathing exercises, and meditation, to help employees reduce anxiety and stress and improve focus and motivation.
• Create and maintain dedicated, quiet spaces for relaxation activities.
• Provide managers with training to help them recognize the signs and symptoms of stress and depression in team members and encourage them to seek help from qualified mental health professionals.
• Give employees opportunities to participate in decisions about issues that affect job stress.

Success Stories

Many Businesses PROVIDE Employees With Resources to Improve Mental Health and Stress Management

Prudential Financial 15

• Monitors the effect of supervisors on worker well-being, especially when supervisors change.
• Conducts ongoing, anonymous surveys to learn about attitudes toward managers, senior executives, and the company as a whole.
• Normalizes discussion of mental health by having senior leadership share personal stories in video messages.

TiER1 Performance Solutions 16

• Focuses on six key health issues: depression, anxiety, obsessive-compulsive disorder, schizophrenia, bipolar disorder, and addictions as part of its Start the Conversation about Mental Illness awareness campaign.
• Provides resources to assess risk, find information, and get help or support using multiple formats to increase visibility and engagement. For example, information is provided as infographics, e-mails, weekly table tents with reflections and challenges, and videos (educational and storytelling).

Beehive PR 17

• Maintains the “InZone,” a dedicated quiet room that is not connected to a wireless internet signal, which gives employees a place to recharge.
• Combines professional and personal growth opportunities through goal-setting, one-on-one coaching, development sessions, and biannual retreats.

Tripler Army Medical Center 18

• Requires resiliency training to reduce burnout and increase skills in empathy and compassion for staff members who are in caregiver roles. Training sessions mix classroom-style lectures, role-playing, yoga, and improvisational comedy to touch on multiple learning styles.

Certified Angus Beef 19

• Provides free wellness consultations by an on-site clinical psychologist. Employees do not have to take leave to access these services.
• Holds lunchtime learning sessions to reduce stigma about mental health and the services available to employees.
• Offers quarterly guided imagery relaxation sessions to teach stress management strategies.

Houston Texans 20

• Provides comprehensive and integrated physical, mental, and behavioral health insurance coverage, including round-the-clock access to employee assistance program (EAP) services.
• Extends EAP access to anyone living in an employee’s home, with dedicated programming for those who are caring for children or elderly parents.

What Can Be Done?

Strategies for Managing Mental Health and Stress in the Workplace

Health care providers can:

• Ask patients about any depression or anxiety and recommend screenings, treatment, and services as appropriate.
• Include clinical psychologists, social workers, physical and occupational therapists, and other allied health professionals as part of core treatment teams to provide comprehensive, holistic care.

Public health researchers can:

• Develop a “how-to” guide to help in the design, implementation, and evaluation of workplace health programs that address mental health and stress issues.
• Create a mental health scorecard that employers can use to assess their workplace environment and identify areas for intervention.
• Develop a recognition program that rewards employers who demonstrate evidence-based improvements in metrics of mental health and well-being and measurable business results.
• Establish training programs in partnership with business schools to teach leaders how to build and sustain a mentally healthy workforce.

Community leaders and businesses can:

• Promote mental health and stress management educational programs to working adults through public health departments, parks and recreational agencies, and community centers.
• Support community programs that indirectly reduce risks, for example, by increasing access to affordable housing, opportunities for physical activity (like sidewalks and trails), tools to promote financial well-being, and safe and tobacco-free neighborhoods.
• Create a system that employees, employers, and health care providers can use to find community-based programs (for example, at churches and community centers) that address mental health and stress management.

Federal and state governments can:

• Provide tool kits and materials for organizations and employers delivering mental health and stress management education.
• Provide courses, guidance, and decision-making tools to help people manage their mental health and well-being.
• Collect data on workers’ well-being and conduct prevention and biomedical research to guide ongoing public health innovations.
• Promote strategies designed to reach people in underserved communities, such as the use of community health workers to help patients access mental health and substance abuse prevention services from local community groups (for example, churches and community centers).

Employees can:

• Encourage employers to offer mental health and stress management education and programs that meet their needs and interests, if they are not already in place.
• Participate in employer-sponsored programs and activities to learn skills and get the support they need to improve their mental health.
• Serve as dedicated wellness champions and participate in trainings on topics such as financial planning and how to manage unacceptable behaviors and attitudes in the workplace as a way to help others, when appropriate.
• Share personal experiences with others to help reduce stigma, when appropriate.
• Be open-minded about the experiences and feelings of colleagues. Respond with empathy, offer peer support, and encourage others to seek help.
• Adopt behaviors that promote stress management and mental health.
• Eat healthy, well-balanced meals, exercise regularly, and get 7 to 8 hours of sleep a night.
• Take part in activities that promote stress management and relaxation, such as yoga, meditation, mindfulness, or tai chi.
• Build and nurture real-life, face-to-face social connections.
• Take the time to reflect on positive experiences and express happiness and gratitude.
• Set and work toward personal, wellness, and work-related goals and ask for help when it is needed.

Any mental illness is defined as having any mental, behavioral, or emotional disorder in the past year that met Diagnostic and Statistical Manual of Mental Disorders IV (DSM-IV) criteria (excluding developmental disorders and substance use disorders). Mental illness can vary in impact, ranging from no impairment to mild, moderate, and even severe impairment.

Mindfulness is a psychological state of moment-to-moment awareness of your current state without feeling inward judgement about your situation. Mindfulness can be achieved through practices foster control and develop skills such as calmness and concentration.

Self-management is a collaborative, interactive, and ongoing process that involves educators and people with health problems. The educator provides program participants with the information, problem-solving skills, and tools they need to successfully manage their health problems, avoid complications, make informed decisions, and engage in healthy behaviors. These programs can be provided in person, over the phone, or online.

• Substance Abuse and Mental Health Services Administration. Behavioral Health Spending & Use Accounts, 1986-2014. Rockville, MD: Substance Abuse and Mental Health Services Administration; 2016. HHS publication SMA-16-4975.
• National Institute of Mental Health. Mental illness website. https://www.nimh.nih.gov/health/statistics/mental-illness.shtml external icon . Accessed March 29, 2018.
• Centers for Disease Control and Prevention. Data table for Figure 16. Health care visits in the past 12 months among children aged 2-17 and adults aged 18 and over, by age and provider type: United States, 1997, 2006, and 2015. https://www.cdc.gov/nchs/data/hus/2016/fig16.pdf pdf icon [PDF – 898 KB] . Accessed July 3, 2018.
• American Psychological Association. Stress in America: Coping with Change, Part 1. Washington, DC: American Psychological Association; 2017.
• Merikangas KR, Ames M, Cui L, Ustun TB, Von Korff M, Kessler RC. The impact of comorbidity of mental and physical conditions on role disability in the US adult household population. Arch Gen Psychiatry . 2007;64(10):1180–1188.
• Scott KM, Lim C, Al-Hamzawi A, et al. Association of mental disorders with subsequent chronic physical conditions: work mental health surveys from 17 countries. JAMA Psychiatry . 2016;73(2):150–158.
• Glassman AH. Depression and cardiovascular comorbidity. Dialogues Clin Neurosci . 2007;9(1):9–17.
• Luppino FS, de Wit LM, Bouvy PF, et al. Overweight, obesity, and depression: a systematic review and meta-analysis of longitudinal studies. Arch Gen Psychiatry . 2010;67(3):220–229.
• Melek SP, Norris DT, Paulus J, Matthews K, Weaver A, Davenport S. Potential Economic Impact of Integrated Medical-Behavioral Healthcare: Updated Projections for 2017. Milliman Research Report. Seattle, WA: Milliman, Inc.; 2018.
• US Department of Labor, Bureau of Labor Statistics. Databases, Tables & Calculators by Subject website. Labor force statistics from the Current Population Survey. https://data.bls.gov/timeseries/LNS11300000 external icon . Accessed July 3, 2018.
• Lerner D, Henke RM. What does research tell us about depression, job performance, and work productivity? J Occup Environ Med . 2008;50(4):401–410.
• Dewa CS, Thompson AH, Jacobs P. The association of treatment of depressive episodes and work productivity. Can J Psychiatry . 2011;56(12):743–750.
• Goetzel RZ, Anderson DR, Whitmer RW, et al; Health Enhancement Research Organization (HERO) Research Committee. The relationship between modifiable health risks and health care expenditures: an analysis of the multi-employer HERO health risk and cost database. J Occup Environ Med . 1998;40(10):843–854.
• Goetzel RZ, Pei X, Tabrizi MJ, et al. Ten modifiable health risk factors are linked to more than one-fifth of employer-employee health care spending. Health Aff . 2012;31(11):2474–2484.
• American Psychological Association, Center for Organizational Excellence. The Awards website. Prudential Financial. http://www.apaexcellence.org/awards/organizational-excellence/oea2017 external icon . Accessed July 3, 2018.
• American Psychiatric Association, Center for Workplace Mental Health. The Awards website. TiER1 Performance Solutions. http://workplacementalhealth.org/Case-Studies/Tier1PerformanceSolutions external icon . Accessed July 3, 2018.
• American Psychological Association, Center for Organizational Excellence. The Awards website. Beehive PR. http://www.apaexcellence.org/awards/national/winner/54 external icon . Accessed July 3, 2018.
• American Psychological Association, Center for Organizational Excellence. The Awards website. Resiliency Training. http://www.apaexcellence.org/awards/bphonors/winner/99 external icon . Accessed July 3, 2018.
• American Psychological Association, Center for Organizational Excellence. The Awards website. Setting the Bar for Emotional Wellness. http://www.apaexcellence.org/awards/bphonors/winner/86 external icon . Accessed July 3, 2018.
• American Psychiatric Association, Center for Workplace Mental Health. Case Study website. Houston Texans. http://workplacementalhealth.org/Case-Studies/Houston-Texans external icon . Accessed July 3, 2018.

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6 Diversity and Inclusion Statistics You Need to Know [+ Takeaways]

Kristin Ryba

September 1, 2020 | 3 minute read

But diversity and inclusion efforts are not just a feel-good corporate policy—they have real economic and business impact.

In fact, “Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers,” explains Josh Bersin , HR industry analyst and thought leader.

We’ve done the research and compiled a list of key diversity and inclusion statistics to inform your recruitment, hiring, and engagement policies and make your company a great place to work for everyone.

Here’s 6 diversity and inclusion statistics you need to know:

1. Cognitive diversity can enhance team innovation by up to 20%.

Source: Deloitte, The diversity and inclusion revolution: Eight powerful truths

Cognitive diversity means diversity of thought, values, and personalities, and is essential for a thriving and innovative workplace. Cognitive diversity drives faster problem solving and better decision making, leading to a more agile and high-performing business.

Takeaway : Prioritize cognitive diversity in your hiring processes. For example, make cognitive diversity a key consideration for candidates, especially those in technical roles, with an eye on interpersonal skills and leadership capabilities. Seek out candidates from a variety of education and training backgrounds and keep developing your employees, especially managers and leaders , after you hire them.

2. 48% of employees believe that respect is the most essential factor for a culture of inclusion.

Source: Diversity + Inclusion: What It Is, Why It Matters, and How to Make It a Priority

When it comes to diversity and inclusion, perception matters . According to employees, the most important factor in building an inclusive culture is respect. Yet, 54% feel they don’t regularly get respect from their leaders . This represents an important gap between what employees value and their actual experience in the workplace.

Takeaway: Nurture and demonstrate respect for your employees. For example, listen to and act on employee feedback and praise employees for their contributions (in private and in public). And of course, get to know your people and treat them with dignity.

3. 61% of employees believe diversity and inclusion strategies are beneficial and essential.

What your employees think, matters. In fact, employees who believe their organization’s inclusion strategy is strong tend to be more engaged than employees who believe their organization’s inclusion strategy is weak.

Our research found that employees across the board believe more diversity is needed. Almost all large companies have plans to invest in diversity initiatives. Yet a whopping 75% of employees in underrepresented groups don’t feel they’ve personally benefited from their company’s programs.

Takeaway: Do you know what your employees think of your diversity and inclusion efforts? Survey your employees and collect feedback to uncover current perceptions and satisfaction. Then use that feedback to inform your strategies and communication plans going forward.

Remember to check in frequently to make sure your strategies are making an impact. And be sure to include diversity and inclusion questions in your annual engagement surveys too so you are measuring engagement and impact year to year.

4. 75% of employees think more diversity is needed.

Employees want to see more diversity and inclusion in the following areas:

• Ways of thinking
• Race/ethnicity
• Educational background
• Socioeconomic status
• Sexual orientation
• Physical ability
• Family status
• Body size or shape

No matter what your efforts in diversity have been so far, there is always room for improvement. The top three areas of concern for employees were diversity in thought (55%), race/ethnicity (44%), and gender (33%).

Takeaway: Evaluate your strategy in these areas and communicate with your employees to uncover ways you can improve on your current efforts and policies. A good place to start is by forming an employee focus group to learn what your employees think and get ideas on what changes or opportunities they see in your current diversity and inclusion plans.

Be sure to assemble a diverse group of people representing different functions, genders, generations, ethnicities, and/or nationalities. Having a variety of perspectives can reveal problems or opportunities that would otherwise go overlooked by the majority.

5. 60% of companies have metrics in place to measure the success of their diversity and inclusion efforts.

Source: Forbes Insights: Global Diversity and Inclusion Fostering Innovation Through a Diverse Workforce

The Forbes Insights survey found that six out of ten companies already have metrics in place to track their progress. And 28% of respondents are developing metrics.

There are lots of ways to measure success but Forbes found the three most popular metrics for diversity and inclusion are:

• Employee productivity (77%)
• Employee morale (67%)
• Employee turnover (58%)

Takeaway: You won’t know if your strategy is working if you aren’t measuring it. As you outline or update your current diversity and inclusion strategy, define what success looks like. How will you track and measure progress on your initiatives? Keep a close eye on those metrics so you can adjust your efforts as needed.

6. 67% of job seekers consider workplace diversity an important factor when considering employment opportunities.

Source: Glassdoor Diversity Hiring Survey

Attracting and retaining talent will require more than a competitive compensation package. Glassdoor found that two-thirds of active and passive job seekers consider workplace diversity when evaluating a job.

Takeaway: Prioritize diversity and inclusion in your policies and culture and make sure to highlight those efforts throughout the recruiting and hiring process. If your candidates (or employees for that matter), aren’t aware of how you are addressing these concerns, they will assume you aren't taking action at all.

Diversity and inclusion are fundamental to not only making your company a great place to work, but attracting and retaining top talent, and giving your business a competitive advantage.

Set your company up for success today. Download our free ebook Diversity and Inclusion: What it is, Why It Matters, and How to Make It a Priority for more insights.

Published September 1, 2020 | Written By Kristin Ryba

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13 Statistical Benefits of Diversity Within the Workplace

Anete vesere, content marketer.

Are you ready to discover the significant benefits of diversity in the workplace and how it can be a game-changer for your teams and company?

In this blog, we’ll tell you all about the variety of benefits diversity within the workplace can bring to your teams and company as a whole, as well as how to effectively convince other stakeholders that diversity is not just nice to have. In fact, it’s a must-have.

P.S. Being aware of the statistical benefits that diversity can bring is necessary, but how to get started with creating a hiring process, company culture, and working environment that is diverse & inclusive?

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What is diversity in the workplace.

When contemplating diversity in the workplace, one might initially think of demographics. Nevertheless, diversity encompasses much more than mere demographics; it encompasses all the aspects that make us human. 

Workplace diversity encompasses various dimensions such as gender and gender identity, cultural diversity, ethnicity and race, sexual orientation, age and generational diversity, neurodiversity, personality, skill diversity, and the inclusion of individuals with disabilities. These are just nine examples of workplace diversity , but the list is by no means exhaustive.

Workplace diversity - a buzzword or competitive advantage?

  While the importance of workplace diversity is widely discussed today, the question remains: does it provide real benefits?

Many organizations aim to hire a diverse workforce, but struggle to articulate their reasons and methods. Superficial explanations like “everyone else is doing it” often prevail. While it’s commendable that companies are recognizing diversity’s societal benefits, it’s crucial to understand its business advantages.

Unfortunately, some companies prioritize diversity for the wrong reasons, like meeting quotas or expanding talent pools in a competitive job market. However, a genuine commitment to diversity goes beyond these surface-level motivations.

Diversity is more than just a corporate social responsibility; it’s a proven business case. 

13 benefits of diversity in the workplace statistics

We will focus on the benefits of diversity classified under the three following categories:

• Improved performance from a diverse workforce

Benefits of workplace diversity on a company-wide level

Positive effects of workplace diversity on talent attraction, improved performance as a result of diversity within the workplace, #1 enhanced creativity within teams.

Research has shown that there is a strong relationship between diversity in culturally diverse teams and overall team creativity.  The more diverse your teams in terms of characteristics, backgrounds, skills and experiences, the more increased the likelihood of generating a wider range of new and fresh ideas.  

Ultimately leading to a significant competitive advantage in your industry because creativity is what drives growth, therefore making it vital to any business. After all – two differently thinking minds are better than two minds that think the same.

#2 Effective problem-solving

Diversity not only leads to higher creativity within teams but also to improved problem-solving. Research by HBR has shown that if your workplace is diverse, especially cognitively diverse , your employees will be better at solving problems than within teams in which there are only cognitively similar people.

#3 Better business decisions 87% of the time

The more diverse the team, the more informed and improved their decision-making processes and overall results. Additionally, a white paper by Cloverpop also discovered tha t if your teams are diverse and inclusive, they are capable of making better business decisions twice as fast as teams that are not.

#4 Productivity levels increase by 32%

Productivity is important in every sphere of life, especially when it comes to the efficiency of employees and the overall quality of the work they do. By fostering diversity within the workplace, you can ensure that your employees are capable of working better as a team which leads to 32% higher productivity levels and an overall boost in collective confidence.

#5 Profitability increases by between 25 - 35%

Companies with high levels of racial and ethnic diversity are 35% more likely to report above-average financial returns . On top of that, companies in which the executive teams are diverse, as suggested by McKinsey , are 25% more likely to generate greater profits than companies that lack diversity within executive teams. 

So, if your teams are diverse, they will be better at dealing with challenging work environments, as well as adversity, and as a result, increase their overall performance levels.

#6 70% more successful at capturing new markets

According to research conducted by the Harvard Business Review , teams and companies that are diverse in terms of composition are 70% more likely to capture a new market than firms that are not diverse. 

Through different skill sets, language knowledge and perspectives, it also allows you to open the door the new markets faster and more successfully.

#7 45% increase in revenue directly attributed to innovation as a result of diversity

The more diversity, the more innovation within companies. When your teams are built on the basis of hiring people with different perspectives, past experiences, as well as mindsets – they will be more likely to come up with disruptive and innovative solutions to various problems. 

A study by BCG suggests that especially diversity within leadership and management teams can lead to more and higher levels of innovation , which in result lead to improved financial performance.

#8 68.3% improved employee retention

Workplace diversity is also beneficial for employee retention: if everyone feels included, accepted and valued for who they are, you will lower your turnover rate and this will result in 68.3% improved employee retention .

#9 Leads to employee engagement of 101%

Creating workplaces that are diverse and inclusive leads to happier and more engaged employees. If your employees are working within an environment in which they feel like they can bring their authentic selves to work every day without being discriminated against – there will be a massive boost in overall employee morale to work. 

Research by Deloitte found that the combination of diversity and inclusion within a workplace leads to the highest levels of employee engagement – 101% !

#10 More positive company culture

If your workplace is diverse and inclusive, it will leave a positive impact on your organizational culture . 

When interacting with people from different backgrounds, nationalities, views, beliefs and from different life stages, your employees will be able to form better awareness of each other’s world views. This way raising awareness surrounding the importance of the constant exchange of opinions and thoughts, as well as the crucial role that diversity plays within the workplace.

#11 76% of job seekers are looking at diversity when making a final decision about accepting a job offer

In a Diversity Hiring Survey by Glassdoor, when looking for a new job place, the first thing that job seekers tend to take a look at is whether the workforce at the company is diverse or not. Basically, this means that every job seeker wants to know whether you as a company are motivated to work on your diversity goals from a genuine or commercial point of view. 

If you don’t practice what you preach – you’ll miss out on the diverse talent.

#12 73.2% more likely to attract top talent

A report by McKinsey highlights that diverse companies not only are better at decision making and have increased employee engagement but also are better able to attract and retain top talent. Creating equal opportunities starts with you and the best way to attract today’s top talent is by focusing on diversity .

#13 Enhanced employer reputation

Companies that are striving towards diversity are companies that are trying to make the world a better place simply because it’s the right thing to do. Without a doubt that leaves a positive impact on their reputation within the job market – because who would want to work for a company that does not value diversity.

How to convince other stakeholders that workplace diversity is a must-have

To convince management of the importance of workplace diversity, consider the following approaches:

Make diversity and inclusion tangible

The first step to convincing other stakeholders that workplace diversity is a must-have is to make it tangible. 

Assessing the diversity landscape within the organization provides a starting point for understanding gaps and opportunities. By examining representation, inclusion initiatives, and employee feedback, stakeholders can gain a tangible understanding of the existing diversity challenges. This reflection sets the foundation for demonstrating the need for diversity and creating a roadmap for future improvement.

Use statistics to back up your claims

In your conversation with other stakeholders, it is essential to illustrate the interconnection between diversity, creativity, and improved business performance. Back up your assertions about the advantages of workplace diversity with concrete evidence and real-life examples. Use statistics and data to emphasize the positive impact that diversity can bring to your company.

Make sure to emphasize the benefits of workplace diversity prominently, drawing inspiration from this blog that outlines the statistical advantages diversity can offer. By presenting a clear and compelling case, you can effectively convey the value of diversity and its potential to drive creativity and enhance overall business performance.

Emphasize their role in ensuring DE&I

Explain to the stakeholders that ensuring a diverse workplace starts with their active involvement and support:

• Emphasize the significance of their role as key decision-makers and influencers within the organization.
• Make them feel important and valued, as they have the ability to shape a workforce that excels and remains future-proof.
• Highlight how stakeholders’ commitment to diversity can lead to the creation of high-performing teams and contribute to the long-term success of the company.

How can you know whether your DEI efforts are paying off?

The only way to assess whether something is working or not is by setting up the right metrics to track progress. Also when it comes to DE&I. Diversity and inclusion metrics allow you to gain valuable insights into your current workforce dynamics. On top of that allowing you to continuously assess your progress when trying to ensure inclusive hiring practices.

Now, we suggest starting with 4 diversity & inclusion metrics :

• Diversity of employees vs. application pool
• Diversity across organisation levels
• Employee job satisfaction
• Employee retention rate

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