A new global study by Fauna, in partnership with CultureCon, has revealed the pressing need for better work-life balance and empowerment among employees worldwide, as they struggle with inadequate headspace and work-life balance.
The WorkPossible survey gathered insights from 5,411 employees across five continents. According to the results, almost six in ten employees (59%) identified a good work-life balance as essential for their ideal working day. Over half (51%) stated that flexibility, balance, and wellbeing were key to improving their ability to do their best work.
Additionally, 58 percent of respondents reported that they lacked the time to deliver high-quality work, with 25 percent expressing feelings of being deenergised due to insufficient time to complete tasks.
Empowerment and Autonomy Boost Employee Experiences
The study highlighted the importance of empowerment in the workplace, with 61 percent of respondents said that greater agency and ownership in their day-to-day roles would significantly improve their work experience. Employees who felt more empowered were twice as likely to describe their workplace experience as positive compared to those who felt less empowered.
Autonomy and flexibility emerged as recurring themes, with around 25 percent of employee comments focusing on the need for greater control over time management and decision-making.
“The importance of allowing employees to achieve ‘balanced headspace’ came through strongly in the study,” comments Fauna Hattie Roche. “Allowing for headspace in our working lives means valuing rest, avoiding burnout and recognising that time away from a task can lead to better performance. It’s not about apathy or pullback from work amongst employees, but giving them the space to complete tasks. It’s understanding that we’re humans, not machines and we need to get on top of the overwhelm that so many people are facing at work.”
Recognition in the Workplace
Recognition was is another crucial factor in improving employee satisfaction. Over half of employees (52%) said being recognised and valued for their work was central to their dream day. However, fewer than half (46%) rated their current experience of workplace recognition as high-quality.
Employees who experienced high-quality recognition were 40 percent more likely to describe their organisation as high-performing, and 34 percent more likely to feel supported as unique individuals.
The report also identified discrepancies between what employees need from leadership and what leaders currently prioritise. Employees ranked recognition, empowerment, and headspace as their top leadership requirements. In contrast, leaders focused on providing clarity, listening, and adopting a human-centred approach.
High-Quality Employee Experiences Drive Performance
There is a strong link between high-quality employee experiences and organisational success. Among those who rated their employee experience as high-quality, 78 percent also described their organisation and culture as high-performing. Conversely, 64 percent of those with low-quality experiences rated their overall workplace satisfaction poorly.
The study also revealed challenges for neurodiverse employees, with nearly half rating their workplace experiences as poor, compared to 33 percent of respondents overall.
“We know that people want to make an impact and do their best possible work, but the complexity of their employee experience, lack of clear expectations and feelings of overwhelm are getting in their way,” Roche said. “What’s striking is that none of the things people ask for in the study are unachievable. In fact, there are fundamental human desires that can be addressed through overall changes to the employee experience.
“There’s a proven link between high-quality employee experiences and business performance, so it makes commercial sense for organisations to address these concerns.”
Alessandra Pacelli is a journalist and author contributing to HRreview, where she covers topics including labour market trends, employment costs, and workplace issues.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
