69% of middle managers feel stuck in their jobs, and 25% of rank-and-file workers looking for potential directions in their careers say they don’t see a career path for them with their current employer. A recent study by Ceridian.
Twenty-four percent even say they regret getting back together. 47% see themselves as managers in three years, 20% do not and 33% are not sure.
“Middle managers are the group of leaders who spend the most time with employees…we need to start focusing more on the people team,” said Susan Toyama, CHRO at Ceridian.
On top of that, 89% of middle managers experienced burnout in the past year – compared to 87% for all workers. Also, 34% are not satisfied with their jobs, 74% are actively looking for a new job or are open to new opportunities, The survey found more than 8,800 workers.
The middle manager experience is a terrible one, and they are “squeezed from all sides,” Tohyama said. But for some other leaders, things are even worse, another survey found.
At some companies, balancing changing employee expectations with C-suite demands has led to an overworked culture. However, 2022 is a year of change. People leaders are now closely intertwined with almost all aspects of an organization – a fact consistently highlighted in the latest Global 100 report.
Now, as we move into 2023, we must focus on leading by example – and always leading the charge.
“I’ve always been a firm believer that HR leaders should lead from the front, not the back,” said Global 100 winner Gena Restivo, vice president of HR at AstraZeneca. “Part of that is thinking of themselves as real strategic ambassadors for the organization.
“How can we define our value proposition? Why should people join your company? What is your commitment to them? How do you nurture them? How do you support them? How do you compensate them? How do you create these inclusive cultures?”
But being all things to everyone and wearing these corporate hats has led to even more stress for some leaders.
Another survey suggests that in these challenging times, something is missing in many workplaces. A fifth (20%) of workers believe that trust between employees and their employer is lower than it was before the pandemic, and that this is affecting their mental health.
Specifically, this group had a mental health score of 56.8 out of 100 in September, which is lower than the national average of 65.1 points. According to LifeWorks’ Mental Health Code.
Meanwhile, 71% reporting no change in confidence scored a mental health score of 67.3 points, and 9% reporting an increase in confidence scored 65.8.
“Business, communications, culture and support for employee wellness are key drivers of trust,” said Michael Dingle, COO of TELUS.
“Trust is essential to the strength of any relationship, but especially between employer and employee during times of significant change and stress.”
“Today’s workplaces are being tested. This data shows how important it is for organizations to be intentional about prioritizing employee health and mindful of the relationship between culture and employee trust.
What causes trust to decline? A change in workplace culture was the top reason (46%), according to a survey of 3,000 respondents conducted from September 12 to 22. Perceived changes in dealing with employee welfare support (43%) and communication (30%) were the main factors. .
A work category is hot
This need for leadership will bring plenty of opportunities for HR managers to land steady jobs in the new year. That’s because HR manager is on Randstad’s list of the 15 most popular jobs in 2023Behind the developers.
“The current labor shortage has increased the demand for HR managers. In a post-pandemic world, businesses face many of the challenges that HR managers expect. In today’s competitive job market, budget constraints, a growing skills gap and workforce expectations are driving many HR departments to embrace new approaches that include remote and hybrid work options. Workplace practices are forced to follow,” said Randstad.
“This new reality in today’s workforce is not expected to disappear anytime soon, making HR managers more attractive to companies to hire and retain.”