The gap in economic optimism between employees and managers is widening in companies, reveals the Edelman 2024 barometer on confidence in the workplace. A polarization that is worrying, because it would ultimately be synonymous with reduced productivity and poor mental health.
Polarized trust
“Economic optimists” are those who invest more in their work, demonstrate higher productivity, remain loyal to their boss and, finally, are more inclined to accept new digital tools such as artificial intelligence. What’s more, employees are twice as likely as those in executive positions to report good mental health. Hence the urgency of renewing the dialogue throughout the organization.
When asked whether “my family will be better off in 5 years,” employees are split 50-50. Income, gender and political orientation are not significant in this case, but the age of the respondents plays a decisive role (those aged 18-43 are significantly more optimistic).
According to the survey, 23% of employees feel that management does not trust them. In turn, 25% of them do not trust their supervisor, 31% their HR manager and up to 43% their supervisor.
However, there is good news: employees still trust their managers more than institutions (i.e. brands, NGOs, governments and media).
Some recommendations
To curb this lack of confidence among the most pessimistic in the company, Edelman gives several tips. Overall optimism could rise from 41 to 62% if employees feel they can progress in their company and that they are included in decisions, particularly in the deployment of AI. Finally, the feeling that their employer is striving to have a positive impact on society can also weigh heavily in the balance.
Only 43% of employees agree that their employer “respects ideological diversity, ensuring political representation from both the left and the right.” Most want to be able to give their opinion, even if it is not aligned with that of their superior.
This is the crux of the matter and it is even more true when it comes to attracting new talent pools. Being able to freely give feedback to managers and express your opinion are decisive points in their decision to take up a position.
Similarly, a 21-point gap is seen between optimistic and non-optimistic employees in their propensity to recommend their employer to those around them. Optimists also do “more than their employer asks of them” (71% of them) compared to non-optimists (55%). There are so many reasons to seriously focus on rebuilding trust relationships in the workplace, to combine well-being and productivity.
Source: BFM TV
