Kathryn Haydon MSc

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

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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Making Statistics Work in the Real World

June 29, 2017 • 4 min read.

Recent Wharton research examines the interplay between the computational complexity of statistical methods and their performance.

problem solving in the workplace statistics

Wharton's Bhaswar Bhattacharya discusses his research on statistical methods.

The field of statistics is about more than just crunching numbers. Wharton statistics professor Bhaswar Bhattacharya is researching the best ways to apply statistical methods to solve problems in a range of fields, from health care to marketing to languages. Bhattacharya spoke with Knowledge at Wharton about shedding new light on one of the oldest mathematical disciplines.  

An edited transcript of the conversation follows.

Knowledge at Wharton: Could you give us a brief summary of your research and what kind of question you were trying to answer?

Bhaswar Bhattacharya: My research interests are the intersection of statistics probability and combinatorics. Recently, numerous and very interesting combinatorial and graph theory-related problems have emerged in statistics, mainly because of the ubiquitous presence of network data and the increasing use of graph-based methods in modern-day analytics. As a consequence, many interesting connections have emerged between modern statistical methods and classical concepts in geometry and probability. You can use them to solve interesting problems in statistics.

Knowledge at Wharton: What are the key takeaways of your research?

Bhattacharya: The key takeaways of my research are basically the interplay between computational complexity, which is the time it takes to implement one of these methods, and its statistical performance, which is how close it is to the mathematically best procedure. It turns out that many of these graph-based methods are, computationally, very efficient, so they can be aptly used to solve and apply large data sets. We have also shown that, in many situations, these tests have near-optimal performance guarantees, which provide the theoretical justification required for using these procedures.

Knowledge at Wharton: Have graph-based methods not been used as much in the past, or have they been looked at with more skepticism?

Bhattacharya: Graph-based methods have been used in practice for a long time, but I think what comes out of my research is the answer to the question of why they work. They were used, and they were working fine before, but here we provide some theory behind why it works, given the justification of using it in real problems.

Knowledge at Wharton: How can businesses apply this research?

“Graph-based methods have been used in practice for a long time, but I think what comes out of my research is the answer to the question of why they work.”

Bhattacharya: One of the recent projects we’re looking at is what is known as the two-sample problem. Imagine a situation where I want to find out whether a set of genes regulates or affects the occurrence of a disease. For example, suppose I have 20 genes, and I have the gene expression-level data from 100 patients who have diabetes. I also have the same expression-level data for 100 patients who are healthy. The goal is to find out whether these 20 genes are expressed differentially. By that, I mean that their expression levels are significantly different between these two sets of patients. Our research aims to provide theoretical understanding and comparison of the different methods that are deployed, to understand or answer such questions.

Knowledge at Wharton: What are some other applications for this research?

Bhattacharya: Another interesting application of our work is in natural language processing, mainly in problems that try to understand similarity between words. So, imagine the word “color,” which can be spelled in two ways: with the letter u, or without the letter u. They are the same word. The words “wolf” and “fox” both describe animals, but they are very different words. In this case, in spite of the amount of data we have, the support size, which is basically the collection of all words, is far larger than the data set itself. One of the methods that we are studying can be used to analyze such problems as well.

Knowledge at Wharton: I would think that would be pretty interesting to businesses because so many are using social media to gather data about customers. So, what’s next for this research?

Bhattacharya: Currently, I’m trying to understand or analyze the methods for analyzing data in what is known as the high-dimensional setting, where you have, say, 10,000 genes and only a few hundred patients, and you want to find out something about how the genes affect the disease or the patients. For these cases, different new techniques are required, and I’m trying to understand the theoretical background of these results and how these can be used to find new methods and new algorithms.

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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.

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How to Solve Problems

  • Laura Amico

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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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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.

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problem solving skills in the workplace

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: 

key problem solving skills to look for when hiring

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.

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problem solving in the workplace statistics

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. 

Why are problem solving skills important?

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. 

Communication challenges

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.

screenshot of a sample question in TestGorilla’s pre-employment problem-solving test

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


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

productivity statistics free infographic

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

employee engagement statistics free infographic

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

employee recognition and appreciation statistics free infographic

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

employee development statistics free infographic

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

employee onboarding statistics free infographic

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.

Gallup found that only 12% of employees strongly agree their organization does a great job of onboarding new employees.

Conversation Prompt: Why do you think employers struggle to create great onboarding experiences?

Action Item: If we were to survey our own employees to determine what they thought about our onboarding, how would we go about doing that?

These statistics and conversations are just the beginning of what is possible when you initiate a structured coaching relationship between your managers and employees.

At Leadr, we believe better coaching develops stronger, more effective teams. Many managers, however, don't have the time to create and implement a structured coaching system. That's why we're creating a new kind of people management software that empowers managers with the tools they need to develop leaders at all levels of the organization. Request a demo now.

Request a Demo of Leadr

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  • Collaboration |
  • Turn your team into skilled problem sol ...

Turn your team into skilled problem solvers with these problem-solving strategies

Sarah Laoyan contributor headshot

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.

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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 .

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50 workplace statistics you cannot ignore in 2024.

Discover 50 thought-provoking workplace statistics that will give you a glimpse into the challenges and opportunities of the modern workplace 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 .

Editor's top picks of workplace statistics

💁‍♀️ 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 

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


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%). 

Industries with the Highest Shares of Females Hired into Leadership

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.

excel template development plan Zavvy

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. 

problem solving in the workplace statistics

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 .

leadership development plan template download

💼 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.

Hybrid and Remote Work Statistics

🖥️ 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.

Zavvy 360 degree growtth system

  • SHRM | State of the Workplace Study 2021-2022
  • Buffer | 2022 State Of Remote Work
  • Gallup | State of the Global Workplace: 2022 Report
  • 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
  • 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]
  • Bureau of Labor Statistics | Employee Benefits Survey
  • 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
  • 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
  • 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

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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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problem solving in the workplace statistics

40 Workplace Collaboration Statistics: The Power of Teamwork

Workplace collaboration statistics help in understanding the impact of collaboration in our workplaces. Luckily, we have listed 40 to juggle your brain!

Zight | October 24, 2023 | 11 min read time

Article Last Updated: October 26, 2023

40 Workplace Collaboration Statistics: The Power of Teamwork

Zight: Your Collaboration Solution

The foundation of workplace success, the key to effective communication, adapting to the modern work landscape, conclusion on workplace collaboration statistics.

Ever heard the saying, “Teamwork makes the dream work”? Well, that’s what workplace collaboration is all about. It’s like when people join forces, and amazing things happen. It’s not rocket science, and the work collaboration statistics behind it can be pretty eye-opening and contribute to a better understanding of workplace failures.

In this article, we’ll look at collaboration statistics that show how amazing things happen when collaborating at work. So, get ready for a straightforward look at the numbers highlighting the power of working together, but let’s start with the basics of integrating collaboration in our workplaces.


In the era of remote work and digital collaboration, having the right tools at your disposal is crucial. This is where Zight comes into play. With its diverse set of features, it plays a crucial role in fostering effective collaboration in the workplace within teams.

Zight empowers teams to collaborate and communicate seamlessly, addressing modern workplace challenges. Let’s explore in detail how Zight aligns with the modern needs of businesses and team members to foster collaboration:

1. Enhances Communication

Zight promotes clear and concise visual demonstrations, resonating with the need for effective communication in the digital age. It does this in a few different ways, including:

a). Screen Recording

One of Zight’s standout features is its screen recording capabilities , allowing you to share your screen quickly, simplifying collaboration. Rather than relying on traditional video meetings, Zight enables all remote employees to work on recording videos, including audio, and capturing screens to convey information efficiently.

Whether providing software demonstrations or explaining complex concepts, screen recording simplifies collaboration and ensures every team member is on the same page. You can simply record and send videos to your team, saving everyone valuable time.

Also, this feature reduces the need for time-consuming meetings, minimizes ineffective communication, and allows you to share content effortlessly.

In addition, adding a human touch to digital content is important for building positive relationships and enhancing teamwork. Zight’s webcam recording feature allows you to record videos with or without a webcam overlay on-screen recordings, helping you stand out in a digital workspace.

b). Screen Capture and Screenshot

Zight allows you to capture and share your screen in various ways. You can take full or partial screenshots , capturing key moments or details.

This encourages collaborative work by showing instead of telling. You can clearly explain complex ideas, aligning with the demands of the fast-paced work environment.

c). GIF Maker

Another productive collaboration feature is Zight’s GIF maker , which lets you record your screen as a loopable GIF. This is an excellent way to explain complex concepts and provide clear instructions. Instead of lengthy emails, you can “show” your message visually and engagingly.

d). Annotations

Zight’s annotation tools allow you to add clarity to your content. Quick drawings, arrows, lines, emojis, and other shapes can highlight important details or blur sensitive information. This feature is ideal for collaborative work where precision and clarity matter.

2. Simplifies File Sharing

Fortunately, any content created in Zight is automatically transformed into easy-to-share links. It streamlines file sharing, making exchanging documents, images, and other essential files a breeze.

You can collaborate effectively by uploading and sharing files directly within the platform, eliminating the need for cumbersome email attachments.

You can also upload large files of various types and convert them into shareable links, complete with optional password protection and expiration dates. This ensures that your data is organized, searchable, and secure.

3. Streamlines Collaboration

Workplace collaboration is about working together seamlessly, and Zight eliminates the need for juggling multiple applications, which enhances efficiency and reduces the risk of fragmented information.

With compatibility across Mac , Windows , Chrome , and iOS , Zight offers a unified experience, aligning with modern workplace trends that demand versatile and accessible tools.

It also seamlessly integrates with popular software applications like Microsoft Office, Slack , and Google Workspace. This integration streamlines your workflow, allowing you to access and use your favorite productivity tools within the Zight platform.

4. Provide Advanced Analytics

Zight doesn’t just enable collaboration; it also provides insights into collaboration patterns and user behavior. The analytics feature tracks how team members interact with the platform, offering valuable data that can be used to optimize workflows and enhance productivity.

By identifying areas of improvement, teams can continually evolve their collaborative processes. Now, let’s read up on some interesting workplace collaboration statistics.

1. Teamwork Boosts Productivity

According to a study by Stanford University, teams that work well together are 50% more productive. This statistic emphasizes that effective teamwork is directly linked to increased productivity. When team members collaborate efficiently, they can accomplish more tasks and projects in less time.

However, the degree of improvement varies depending on team dynamics and tasks.

2. Improved Decision-Making

The Harvard Business Review found that teams make better decisions 87% of the time compared to individuals. Collaboration brings diverse perspectives and ideas to the table, resulting in better decision-making. This stat suggests that group decision-making tends to be more accurate and well-rounded.

3. Enhanced Creativity

As reported by Deloitte, collaborative teams are 5 times more likely to be high-performing in creativity and innovation. Collaboration fosters a creative environment where individuals can brainstorm, share ideas, and build upon each other’s innovations. This leads to higher creativity and innovation within teams .

4. Reduced Employee Turnover

According to Gallup, companies that foster teamwork have a 50% lower employee turnover rate. Collaborative workplaces tend to have better employee satisfaction, which reduces turnover. Employees who feel valued and connected to their team are likelier to stay with the company.

5. Time Savings

McKinsey’s research suggests that employees save an average of 50 minutes daily due to efficient collaboration. This is primarily attributed to streamlined communication. When team members can easily connect and share information, it leads to quicker decision-making and problem-solving. Time savings are especially valuable in today’s fast-paced business world.

6. Cost of Poor Communication

Poor communication can cost organizations billions, but the annual cost varies across industries and depends on the extent of communication breakdowns. Accurately quantifying this cost is challenging because it encompasses various factors, such as misunderstandings, rework, and lost opportunities.

7. Email Overload

According to the Radicati Group, employees receive around 121 emails per day. This statistic reflects the pervasive use of email for communication in the workplace . However, the number of emails varies widely based on individual roles, responsibilities, and organizational communication practices.

8. Rise of Video Conferencing

Based on Buffer’s data, video conferencing has become crucial, with 90% of remote workers relying on it. This statistic reflects the shift toward visual communication tools, especially in the context of remote work. The adoption of video conferencing can vary based on an organization’s need for face-to-face interaction and remote work requirements.

9. Instant Messaging Dominance

Approximately 81% of professionals use instant messaging for work-related communication, according to a survey by Twingate. This statistic highlights the popularity of real-time messaging for quick and informal workplace communication. However, adoption varies among teams and industries, with some preferring more formal channels.

10. Mobile Collaboration

Around 60% of employees use mobile devices for work-related collaboration, as reported by CITE Research. The statistic underscores the importance of mobile accessibility in modern work. However, the extent of mobile device use depends on job roles and company policies regarding mobile work.

11. Collaboration Software Investment

According to Gartner, 80% of companies plan to invest in collaboration tools for remote work . This statistic reflects the increasing recognition of technology’s role in enabling remote and hybrid work models. However, the level of investment can vary based on an organization’s readiness and specific technology needs.

12. Cybersecurity Concerns

A survey by Insight Partners found that 43% of IT leaders believe online collaboration tools pose a security risk. This statistic highlights the ongoing challenge of ensuring data security in collaborative environments.

Although the level of cybersecurity concern varies based on an organization’s security measures and practices, organizations must address cybersecurity concerns and implement robust security measures.

13. Remote Work Revolution

A report by FlexJobs highlights that the number of remote workers has grown by 115% over the last decade. The COVID-19 pandemic accelerated the adoption of remote work, and it has become a prominent part of the modern work landscape.

As such, digital collaboration tools and strategies have had to adapt to support remote teams effectively. However, the exact percentage of remote workers varies across regions and industries.

14. Hybrid Work Models

PwC’s research indicates that 72% of businesses adopt hybrid work models . This means that organizations are embracing a blend of in-person and remote work, requiring advanced collaboration tools.

The collaboration tools are vital in bridging the gap between on-site and remote team members. Also, the extent of hybrid work adoption depends on an organization’s adaptability and specific needs.

15. Inclusivity Pays Off

McKinsey’s research indicates that diverse teams outperform non-diverse teams by 35%. Diversity and inclusivity in the workplace lead to a broader range of perspectives and ideas. Collaboration among diverse team members fosters innovation and better decision-making. Notably, the actual performance boost from diversity depends on various factors, including inclusion efforts.

16. Team Size and Collaboration

As research in the Harvard Business Review suggested, smaller teams tend to collaborate more effectively than larger teams. This statistic highlights that smaller teams may have an advantage in communication and collaboration. However, the impact of team size may vary depending on the scope and complexity of the project.

17. Project Success and Collaboration

Collaborative project management tools can increase the success rate of projects by 71%, as per a study by PMI. This statistic emphasizes the positive impact of using collaborative tools for project management. However, the degree of success improvement depends on effective tool implementation and the complexity of the projects.

18. Communication Effectiveness

Effective communication in a team can lead to a 50% increase in customer satisfaction, based on a report by McKinsey. This statistic reflects the direct link between internal team communication and customer satisfaction . However, the impact on customer satisfaction can vary depending on customer expectations and the specific industry.

19. Collaborative Culture and Employee Engagement

According to research by Deloitte, companies with a strong collaborative culture are 20% more likely to retain their employees. The exact impact on employee retention may vary based on company-specific factors.

20. Communication Tools and Remote Work

Effective communication tools can increase remote worker satisfaction by 80%, as indicated by a study by Owl Labs. Remote work relies heavily on collaboration tools to maintain communication and workflow, emphasizing their significance in modern work environments. The impact on satisfaction will depend on the suitability and user-friendliness of the tools.

21. Team Diversity and Problem Solving

According to a study by Boston Consulting Group, diverse teams are 45% more likely to outperform non-diverse teams in solving complex problems. The specific impact may vary based on the team’s problem-solving approach.

22. Collaborative Leadership and Performance

Organizations with collaborative leaders are four times more likely to outperform their competitors, as reported by a study in the Harvard Business Review. The impact of leadership style on performance depends on the industry and market conditions.

23. Collaborative Decision-Making and Innovation

According to a report by Deloitte, collaborative decision-making can lead to a 50% increase in innovation. The impact on innovation varies depending on the nature of the decisions and the innovation culture within the organization.

24. Employee Input and Collaboration

According to Great Place to Work research, organizations actively seeking employee input in decision-making are 4.6 times more likely to perform well. Employee input leads to better decision quality, increased engagement , and alignment with organizational goals. The degree of impact on performance may vary based on the extent of employee involvement.

25. Open Office Spaces and Collaboration

Open office layouts can increase collaboration by up to 62%, according to a study by Gensler. These office spaces encourage spontaneous interactions, knowledge sharing, and collaboration, even though the actual increase in collaboration depends on the specific workspace design, noise levels, and facilities for focused work.

26. Collaboration and Employee Productivity

Collaborative project management can reduce project timelines by up to 30%, based on research by Wellingtone. Collaborative project management tools enable better planning, communication, and tracking of project tasks. The saved time depends on effective project management practices, such as clear task assignment and progress monitoring.

27. Cross-Functional Teams and Innovation

Cross-functional teams are more likely to innovate successfully, according to research by McKinsey. They bring together diverse expertise and viewpoints, which can lead to more creative and innovative solutions. The impact on innovation may vary depending on the diversity and skill sets of the team members.

28. Collaboration and Project Timelines

Collaborative project management can reduce project timelines by up to 30%, based on research by Wellingtone. Collaborative project management tools enable better planning, communication, and tracking of project tasks. The saved time depends on effective project management practices , such as clear task assignment and progress monitoring.

29. Communication and Conflict Resolution

Effective communication can reduce the time spent on conflict resolution by 50%, as research in the International Journal of Conflict Management suggests. Clear and open communication can prevent misunderstandings and resolve issues more swiftly. The exact time saved depends on the nature and severity of conflicts and the conflict resolution skills of the team.

30. Collaboration and Employee Satisfaction

According to a survey by Jabra, employees in collaborative work environments report a 12% higher job satisfaction rate. Collaborative work environments often lead to a sense of involvement, recognition, and colleague support. However, the increase in job satisfaction may vary based on individual preferences, work responsibilities, and workplace culture.

31. Collaboration Tools and Remote Work Productivity

Collaboration tools can increase remote worker productivity by 20-25%, based on research by Slack. The tools enable remote workers to communicate effectively, access resources, and collaborate with team members regardless of location. The impact on productivity depends on the usability and effectiveness of the tools.

32. Gender Diversity and Collaboration

Gender-diverse teams can outperform non-diverse teams by 14%, as a study in the Journal of Organizational Behavior reported. Gender diversity brings together different perspectives, approaches, and communication styles. The impact of gender diversity may vary depending on the specific tasks and the team’s dynamics.

33. Collaboration and Customer Service

Companies prioritizing collaboration in customer service see a 10% improvement in customer satisfaction , according to research by SuperOffice. Effective collaboration ensures that customer needs are addressed promptly and accurately. The degree of improvement may vary based on the quality of customer service practices, response times, and customer expectations.

34. Team Building and Collaboration

Team-building activities can increase collaboration effectiveness by 50%, as a study in the Journal of Business and Psychology suggested. Team-building activities improve team cohesion, trust, and communication. The impact on collaboration depends on the team’s receptiveness to team-building activities and aligning activities with team goals.

35. Collaboration and Employee Retention

According to a Deloitte report, organizations that foster collaboration have a 20% higher employee retention rate. The specific impact on retention may vary based on company culture and employee preferences.

36. Communication Styles and Collaboration

Adapting communication styles to fit the situation can increase collaboration success by 15%, based on research by the International Journal of Business Communication. Effective communication involves understanding and adapting to the preferences and expectations of team members. The degree of improvement depends on communication awareness and skills.

37. Collaborative Workspaces and Productivity

Collaborative workspaces can increase individual productivity by 25%, according to research by CBRE. They are designed to support teamwork , communication, and idea exchange. The actual increase in productivity depends on the layout and facilities of the workspace, as well as the alignment of the workspace design with the nature of the work.

38. Collaboration and Creativity

Collaborative work environments can lead to a 10% increase in creative thinking, as a study in the Journal of Applied Psychology reported. The impact on creativity may vary based on the organization’s degree of collaboration and creative culture.

39. Workplace Collaboration and Profitability

According to a study by the American Psychological Association, companies with a strong culture of collaboration are 20% more likely to be profitable. Collaboration fosters alignment with business objectives, efficient problem-solving, and better decision-making, contributing to profitability.

40. Collaboration and Project Completion

A study in the Project Management Journal reported that collaborative teams are 33% more likely to complete projects on time. Effective collaboration improves coordination, communication, and task accountability, reducing delays in project timelines.

Workplace collaboration statistics show us that working together isn’t just a nice idea; it’s a powerful strategy for getting things done. As we’ve seen, the numbers don’t lie. Teamwork boosts productivity, improves decision-making, and enhances creativity. It can save time, reduce turnover, and make remote work more effective.

So, the next time you’re part of a team, remember the magic of these numbers and embrace the power of working together.

Ready to chat with us about how to save time, money and help your team communicate better?

Workplace productivity statistics

workplace productivity statistics

Workplace productivity is rising around the world, but two forces driving increases could also send productivity over a precipice if they’re not expertly managed.

That’s the message from the latest workplace productivity statistics.

Data from analysts, news outlets and organizations shows that companies are finding their feet and focusing on the future. But the world around them has changed. 

Productivity culture doesn’t look the same as it did 50, 25 or even five years ago, because workplaces don’t look the same.

Understanding this context is crucial to seeing the full story in workplace productivity statistics. 

And seeing the full story is essential for leaders who want to improve productivity in 2024 .

The state of workplace productivity in 2024 

11 statistics that show the productivity culture balancing act

1. 48% of employees self-report being productive less than 75% of the time (via Wrike )

18% reported being productive less than half of the time. McKinsey found similar results when they surveyed 15,000 people in 2023. In that survey , more than 50% of employees reported being “relatively unproductive” at work, although there wasn’t more detail provided.

2. 82% of employees say happiness and engagement are key drivers of productivity (via Slack )

Wellbeing and engagement have long been acknowledged as important. What’s changing in 2024 is the weight of wellbeing. Connection to company culture, a sense of purpose, and good employee-manager relationships are vital for cultivating a productivity culture.

3. Low engagement costs the world $8.8 trillion in lost productivity (via Gallup )

According to Gallup’s State of the Global Workplace 2023 report, disengaged and burned-out employees are draining 9% of the world’s GDP. Engagement is rising slowly, but over three-quarters ( 77% ) of workers are still not actively engaged.

4. Engage. d employees are 18% more productive and 23% more profitable (via Time Doctor and Gallup )

Meanwhile, disengaged employees cost the company 18% of their salary in lost productivity. Employee engagement is arguably the biggest influence on workplace productivity in 2024. It’s tricky to master, but knowing what’s at stake, we believe the effort is worth it.

5. Employees spend 60% of their time on ‘work about work’ (via Asana )

Over the course of a year, the average knowledge worker spends 103 hours in unnecessary meetings, 209 hours on duplicated work, and 352 hours talking about work. A lot of this time isn’t just unproductive; it’s downright demotivating.

6. 77% of employees say automating routine tasks would “greatly improve” their productivity(via Slack )

Those who use automations save at least 3.6 hours weekly. Some back-of-the-envelope math tells us that automating routine tasks could cut a significant chunk off the hundreds of hours employees spend in duplicative, mundane ‘work about work’.

7. Desk workers using AI are 90% more likely to report higher productivity (via Slack )

Artificial Intelligence (AI) is one of the most important investments companies are making to improve productivity in 2024. According to PwC, 86% of COOs are investing in new tech functionalities and 44% of CEOs see generative AI (like ChatGPT) boosting profits this year.

8. 42% of COOs see labor shortages as a significant productivity challenge in 2024 (via PwC )

Finding, training and retaining highly skilled people is an ongoing battle. PwC advises leaders to invest in transformation on two fronts if they want to attract top talent: automation tools to work smarter and collaboration software to provide the hybrid and remote flexibility that job seekers look for. 

9. 53% of employees feel pressure to reply to messages quickly, even after hours (via Slack )

Employees and team leaders alike are experiencing record-high stress levels . Work-life balance will become an increasingly important measure of employee engagement in 2024, and a formidable influence on productivity at every level.

10. 87% of employees said they would be more productive if they could work their desired number of days at home (via McKinsey )

When employees with flexible work schedules were asked why they work from home, “to increase productivity” was the second most popular answer. Eliminating the commute was #1. 

Interestingly, the answer was exactly the same when asked why employees chose to come into the office. Giving employees flexibility over when, where and with whom they work empowers them to choose the right environment for productivity. 

11. Employers who deliver “radical flexibility” have a 40% higher percentage of high-performing employees (via Gartner )

“Radical” flexibility isn’t as radical as it sounds. It’s fundamentally about empowering employee autonomy through self-managed schedules. 

By developing an integrated system for scheduling, project management and workforce analytics, organizations can dissolve tensions over productivity, provide the flexibility that inspires performance, and reduce burnout risk. 

What’s behind the numbers: Emerging productivity trends

There are many, many more workplace productivity statistics out there from various sources (some more reliable than others). 

We picked this shortlist not because they are the only figures worth attention but because they do the best job highlighting the biggest influences shaping productivity culture this decade.

There are several factors that play a role in redefining how work is performed, managed and valued. They are both a result of, and contributing to, a rapidly evolving workplace productivity landscape. 

Evolving employee expectations

A healthy workforce is inherently more productive. As a result, increasing attention is paid to employee engagement and wellbeing as critical enablers of growth and cultural cohesion.

However, burnout rates are still too high, with two in five employees experiencing burnout symptoms . Engagement rates are still too low, with just 23% of employees actively engaged. 

The intertwined nature of employee engagement and wellbeing and their profound effect on productivity mean that humans are now the company’s first priority.

Companies are investing in wellness programs, mental health days, and initiatives aimed at reducing burnout. That’s a good start.

But employees need more than mental health days to thrive. Creating a healthy, engaged and productive culture requires a shake-up of traditional management styles and a fundamental rethink of how employees live their purpose at work. 

This may sound daunting. In reality, it could be as simple as listening to what employees want – and letting them lead.

Autonomy and flexibility will be the defining cultural and organizational factors during this decade. Companies that can balance autonomy, transparency, trust and productivity will see benefits across the board:

  • Higher employee engagement
  • Increased productivity
  • Lower turnover
  • Greater customer satisfaction
  • More innovation and creativity
  • Better collaboration

A fundamental part of empowering employee autonomy is evolving how you manage and measure performance. 

This is something a lot of companies are grappling with in 2024. Leaders are realizing that traditional employee performance metrics no longer provide the depth and detail they need. 

But how do you measure something as nebulous as engagement?

It turns out that measuring and improving employee engagement is not only possible but relatively straightforward when you have reliable, transparent workplace analytics data. What leaders need to look for are indicators of engagement and wellbeing, rather than trying to quantify engagement by itself. 

Those are indicators like:

  • Attendance and schedule adherence
  • Absenteeism
  • Project and task completion metrics
  • Overtime, long hours and weekend work
  • Distracting website and app usage
  • Unscheduled breaks
  • Focusing on non-strategic work

Translating these trackable metrics into individual and team performance KPIs establishes a common ground for leaders and employees. At the same time, managers need to keep a close eye on the signs of burnout and intervene at the first red flag.

See how Time Doctor helps modern teams track engagement and wellbeing CTA

Technological advancements

As the models behind AI become more accurate and sophisticated, the possibilities to increase productivity grow. This is likely the year that generative AI tools begin delivering tangible returns. 

Generative AI is much more than chatbots and ChatGPT. The technology is useful for processing large data volumes, writing and debugging code, creating images (and soon videos), and assisting with marketing content. 

AI also increases productivity by powering automations. More processes in business software like project management platforms, martech, people management tools and accounting systems are being automated through integrated machine learning models. 

Automating administrative tasks has benefits beyond freeing employees’ time to focus on more strategic activities. It also reduces double-handling, increases data accuracy, and helps customers get the answers they need sooner, boosting satisfaction and retention. 

By the end of this decade, generative AI and automation will be centrally embedded into workflows. Companies that make strategic investments in technology and training this year will gain a competitive edge and build resilience against disruption. 

Remote and hybrid work models

The COVID-19 pandemic accelerated the adoption of hybrid and remote work. Last year proved that hybrid is here to stay, as return-to-office policies failed to impress employees .

On the back of increasing evidence that hybrid flexibility increases productivity and engagement, and reduces costs, organizations are rethinking their work models.  

One key learning that has emerged is the need for strategic, consultative and collaborative hybrid policy design. Employees thrive in flexible and autonomous environments, but there are challenges like maintaining team cohesion and managing distractions .

There’s also the fact of trust between employees and managers faltering in both directions. 

We believe this trust gap arises from a lack of understanding about the other side’s expectations. That’s almost certainly the case for managers who don’t trust their teams to work productively away from the office.

Transitioning to hybrid work requires a good deal of trust, but that doesn’t need to mean losing sight of what people are doing. By using an integrated workplace analytics platform like Time Doctor, you gain confidence that the right work is being done, and employees gain a valuable resource to self-manage their productivity.

Navigating the transition to hybrid work is easier with workplace analytics. Not only because transparency bridges the trust gap but because the visibility you gain helps to increase productivity, strategically and sustainably.

  • Understand where people perform best so you can play to their strengths 
  • Identify time-consuming processes that could be automated
  • Analyze app and website usage to find underutilized software licenses
  • Automate time tracking, timesheets and payroll processes
  • Transition to asynchronous work and access a global talent pool
  • Empower employees to self-manage their schedules and productivity performance

The key is to find an employee-friendly workplace analytics system that integrates into your existing workflows. This reduces friction during adoption, helping you gain actionable insight faster and make targeted productivity changes.

How to make hybrid work shedule that works for everyone CTA blog

The cost of getting it wrong

Neglecting productivity challenges has more severe and widespread ramifications than you might realize.

Low productivity equates to lost revenue. That’s a given.

The direct impact of low productivity is low output. There are also secondary effects, such as customer dissatisfaction, employee frustration, loss of market share and missed growth opportunities.

However, high productivity can also hurt company performance. Overcommitted employees are more likely to experience burnout, leading to higher turnover rates, lower productivity and increased healthcare costs.

Addressing productivity issues is not solely about improving numbers. It’s also about fostering a supportive, healthy work environment that values and promotes employee wellbeing.

Companies that recognize this balance and take proactive steps to increase productivity without overworking employees won’t just come out ahead in the next 12 months. 

They will lead the pack a decade from now, supported by an engaged workforce, guided by empathetic and trusting leaders, and powering ahead with a tech-enabled growth engine.

What can you do to increase productivity in 2024?

The steps your company takes this year will determine the next decade.

Thankfully, the barriers to increased productivity are lower than ever. With technology enabling the process side of things, and employees looking to dedicate their best efforts to a purpose they believe in, your role as a leader is to become the enabler in an evolved workforce.

Foster a culture of wellbeing

  • Encourage a productivity culture where employees feel valued and have a sense of ownership over their work. This can be achieved through regular feedback, recognition programs, and opportunities for personal growth.
  • Offer comprehensive wellness programs, including stress management workshops, access to mental health resources, and flexible work arrangements to promote work-life balance and combat burnout.
  • Provide opportunities for upskilling and reskilling through training programs, conferences, and mentorship opportunities. This empowers employees and keeps them engaged in their work.
  • Create spaces and opportunities for employees to collaborate, share ideas, and innovate. This might involve team-building activities, brainstorming sessions, cross-departmental projects, or company-wide get-togethers.

Get smart with strategic technology investments

  • Utilize AI and machine learning tools to automate routine tasks, freeing employees to focus on higher-value work. Start with the least-liked tasks that are easiest to automate, like timesheets, payroll and project management tracking.
  • Integrate workplace analytics software like Time Doctor to track, measure and analyze employee performance. Time Doctor provides in-depth data to help you increase productivity, nip burnout in the bud, control project and software costs, and become more effective by the minute.
  • Use collaborative platforms like Slack, Asana and Wrike to enhance cross-functional communication and enable asynchronous work in hybrid teams.
  • Utilize an integrated time tracking and project management stack to help employees prioritize strategic tasks, manage their time effectively, and avoid distractions. 

Test, measure, learn, repeat

  • Translate organizational growth objectives into SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) that foster a connection to purpose by giving employees direction.
  • Use analytics tools to track productivity metrics, identify areas for improvement, and make informed decisions based on data.
  • Centralize workplace analytics data to gain clarity in areas that were previously disconnected. Combining productivity and project management metrics helps understand where people really spend their time and how to increase productivity through process improvements.
  • Implement employee feedback mechanisms like surveys to understand your workforce’s needs and challenges. Use the data to adapt your productivity and people management strategies, celebrate achievements, and scan for emerging challenges.

Time Doctor helps teams become more effective by the minute

Time Doctor Homepage

Time Doctor is a superpower for companies looking to increase productivity in 2024. 

By providing a solution for time tracking, productivity analytics, and integrated project management, Time Doctor helps companies navigate cultural and operational challenges and become more effective by the minute.

In one integrated workforce analytics platform , you get features to track, analyze and action employee performance metrics. 

From time tracking to work-life balance alerts , automated timesheets , optional privacy-friendly screenshots , website and app usage insights and team-level timeline reports , everything you need to increase productivity is at your fingertips.

Time Doctor also integrates seamlessly with your favorite workplace productivity apps and business management platforms .

Just remember: trust and open communication are crucial for creating a productivity culture where engagement and wellbeing thrive. 

Transparent workforce analytics data is half the battle. The other half is empathetic leadership focused on employee engagement and wellbeing.

Get them both right and watch workplace productivity, employee engagement, financial performance and cultural cohesion soar.

Book a 1-on-1 demo to see Time Doctor’s productivity features in action.

Time Doctor - start a free trial

Carlo Borja is the Content Marketing Manager of Time Doctor, a workforce analytics software for distributed teams. He is a remote work advocate, a father and a coffee junkie.

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6 Diversity and Inclusion Statistics You Need to Know [+ Takeaways]

Kristin Ryba

Kristin Ryba

September 1, 2020 | 3 minute read

6 Diversity and Inclusion Statistics You Need to Know [+ Takeaways]

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.

Free download: Diversity and Inclusion in the Workplace: What It Is, Why It Matters, and How to Make It a Priority

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.

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Published September 1, 2020 | Written By Kristin Ryba

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problem solving in the workplace statistics

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

problem solving in the workplace statistics

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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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?

Download Our Diversity Checklist to Implement Inclusive Hiring Practices

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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