Latest news with #employeeSatisfaction
Yahoo
03-07-2025
- Business
- Yahoo
‘This is a great place to work': What is employee dissatisfaction really costing you?
On average, only 59% of Europe's workforce agrees with the statement: 'Taking everything into account, I would say this is a great place to work,' according to the 2025 European Workforce Study report. That figure does vary significantly from nation to nation, however. Countries like Denmark, Norway and Sweden rank at the top with 75%, 73% and 68% satisfaction, respectively. While Poland, Greece and Italy see satisfaction rates of just 47%, 44% and 43%. The level of satisfaction of employees appears to correlate directly with productivity when measuring the GDP per hour worked of each country. And while productivity already has a huge impact on a company and its profits, there could be a great knock-on effect for a business. Euronews Business spoke to Laurent Millan, solution consulting manager for Customer Experience (CX) and Employee Experience (EX) at NTT Data, to discuss why the two sides are so closely linked. 'If you capture a customer, it costs some money. But if a customer can switch rapidly away from your brands to another because they have a poor experience with you, then that's a waste of money,' Millan told Euronews. Good customer service is intrinsically linked to well-trained and experienced staff. 'The biggest challenge for companies, for like two to three years now, is to have their employees have the right level of experience so they stay because it's a lot of money to onboard new employees,' he added. Across Europe, LinkedIn data suggests there is a general trend for increased workforce mobility. Those entering the workforce now will have twice as many jobs in their career as those who joined the workforce 15 years ago. A high turnover of staff is not only costly, but it also leads to reduced productivity, as it often takes a new employee several weeks or months to get up to speed in a role. The knock-on effects of this downstream on inefficiency or reduced productivity could be enough to lose a consumer. 'That's a lot of disruption when employees leave companies, for customers,' Millan added. 'CX drives loyalty for customers. So it's very interesting in terms of growth because that's a way that you can leverage to differentiate, to capture new customers'. Related GenAI job postings rise across Europe: Which countries lead the way? C-suite overconfidence in AI could prove bad for business, says survey Millan suggested simple things, such as ensuring seamless work-from-home capabilities and high-quality IT tools, can improve the employee experience. Good work tools to allow for flexible working are vital for employee retention, as hybrid workers are least likely to look to leave their current role. In the European Workforce Study report, 50% of hybrid workers said they were 'Happy, where I am', whereas only 44% of onsite workers and 37% of remote workers selected this option. Millan particularly highlighted agentic AI as a vital tool, as he believes it will create 'a new dimension for CX and for EX.' 'We think that agentic AI is not like a standalone thing that you do. Agentic AI should bring autonomy, so it's about building autonomous capabilities,' Millan explained, adding that 'it should bring reasoning capabilities, it should be bringing context. This is also where you create value.' Millan was confident that agentic AI would bring a degree of flexibility necessary for the modern era. 'I've seen so many bots, agents, call it whatever you want, that have been developed very nicely but then cannot evolve. But businesses always have new requests, always have new stuff that they want to implement so it should be flexible.'
Yahoo
27-06-2025
- Business
- Yahoo
Major city announces four-day work week shift
Dubai has announced a four-day work week and shorter working hours for all its public sector workers. It's the latest major global city to embrace the move towards a shorter working week in a bid to improve work-life balance for workers, with many companies in Australia also jumping on the trend. The temporary change will run from July 1 until September 12, 2025, as part of the government's 'Our Flexible Summer' initiative. It follows a successful initial trial scheme in 2024, which found improved productivity and employee satisfaction. Government employees will be split into two groups. The first group will work for eight hours from Monday until Thursday and get Friday off. The second group will work for seven hours from Monday until Thursday, and work four-and-a-half hours on Friday. RELATED Major 'roadblock' to Australia ushering in a four-day work week revealed Centrelink $836 cash boost for 'very real' truth facing thousands of Aussies ATO issues July 1 warning to Aussies waiting on $1,500 tax refunds Abdullah Ali bin Zayed Al Falasi, Director General of the Dubai Government Human Resources Department, said the government was aiming to balance institutional efficiency and workers' wellbeing. 'This initiative demonstrates our firm commitment to enhancing the government work environment, making it more adaptable and responsive to the needs of employees and the community,' he said. While the policy won't apply to private sector workers, there have been calls from the Dubai and UAE governments to bring in more remote and flexible hours across the April, Tokyo implemented a four-day work week for metropolitan government employees in a bid to boost record-low fertility rates. Some 200 companies across the United Kingdom have also permanently implemented a four-day work week following trials with 4 Day Week Foundation. That included charities, marketing, technology, IT and software, and consulting firms. In Australia, high-profile companies like Medibank and Bunnings have trialled the change. Companies will commonly implement a 100:80:100 model, where employees keep 100 per cent of their pay, have their work hours reduced to 80 per cent, but have to maintain 100 per cent of their productivity. Thrive Nation chief disruptor Christian Miran told Yahoo Finance Australian companies were 'ready' for the shift. The work revolution architect previously worked at Medibank and led the insurer's four-day work week trial. 'Australia is really prime for this now. This is the next wave of understanding of how we could be more productive,' he said. Recent research conducted by Swinburne University of Technology involved interviews with 10 Australian firms that had adopted the 100:80:100 model. It found the potential for positive outcomes from employers and employees. Workers reported having better work-life balance and more time for life admin, hobbies, exercise, wellness and self-care. Bosses, on the other hand, cited productivity gains, reduced sick days and significant improvements in recruitment and retention rates. Researchers noted there were still doubts over productivity and output being maintained. It also noted there could be costs associated with in retrieving data Sign in to access your portfolio Error in retrieving data
Yahoo
24-06-2025
- Health
- Yahoo
PruittHealth Certified as a Great Place to Work®
Honored for Fourth Consecutive Year PruittHealth: Family Makes Us Stronger Employee Partners Consider PruittHealth a Great Place to Work NORCROSS, Ga., June 24, 2025 (GLOBE NEWSWIRE) -- For the fourth consecutive year, PruittHealth, a leader in the Southeast for post-acute care and senior services, is officially certified as a Great Place to Work® for 2025. This prestigious recognition reflects direct feedback among the organization's employee partners, reflecting high levels of trust, pride and satisfaction in the workplace. With more than 185 locations, including skilled nursing centers, assisted living communities, hospice, and home health offices stretching throughout Georgia and across the Southeast, PruittHealth remains committed to providing high-quality, compassionate care. 'I am excited to share our organization has received the nationally acclaimed Great Place to Work distinction. We are only able to achieve this certification because of our employee partners' positive feedback and dedication to our mission and our patients,' said Neil L. Pruitt, Jr., chairman and CEO of PruittHealth. 'Being named to this prestigious list showcases our team members' pride in their work to deliver high-quality care.' The Great Place to Work certification is the globally recognized standard in employer recognition, earned through anonymous employee survey data and rigorous criteria. The majority of PruittHealth employees surveyed said their work is more than 'just a job' and feel they can make a difference in their roles. Founded in 1969, PruittHealth provides an expansive network of post-acute health care and senior services, offering skilled nursing and senior living services, home health care, hospice and palliative care, veteran care, therapy, pharmacy and infusion services. Based in Georgia, the organization's 15,000 employee partners serve approximately 26,000 patients daily in more than 185 locations in Florida, Georgia, Maryland, North Carolina, South Carolina, and Tennessee. For more information about their commitment to caring, visit Attachments PruittHealth: Family Makes Us Stronger Employee Partners Consider PruittHealth a Great Place to Work CONTACT: Kristi Ledford PruittHealth 770-845-2181 communications@ in to access your portfolio
Associated Press
20-06-2025
- Business
- Associated Press
Dolmen Achieves Historic 100% in Great Place to Work® 2025, Leading in Global Workplace Well-Being
Atlanta, GA June 20, 2025 --( )-- Dolmen Group., a Colombian multinational leader in urban infrastructure, has reached an unprecedented milestone by earning a 100% rating in the Great Place to Work® 2025 certification across Colombia, the United States, Mexico, and Peru. This recognition ranks Dolmen among the top 10 workplaces globally, highlighting its inclusive and innovative workplace culture, which also thrives in diverse markets such as Dubai, China, Panama and Portugal. With over 30 years of transforming cities through solutions like smart lighting and eco-efficient urban furniture, Dolmen celebrates this achievement, reflecting 100% employee satisfaction based on anonymous surveys. The company was also named one of the Best Places to Work for Women in Colombia 2025, reinforcing its commitment to gender equity. 'This 100% score is a source of pride and drives us to continue empowering our team while innovating for sustainable cities,' said Carlos Mario Peláez, CEO of Dolmen. The company plans to expand its workplace well-being model and technological solutions to new global markets in 2025. About Dolmen Group Founded in 1994 in Barranquilla, Colombia, Dolmen leads in urban furniture, public lighting, and traffic management, with a presence in 12 countries. Contact Information: Dolmen Eduardo cortes 786-830-5929 Contact via Email Read the full story here: Dolmen Achieves Historic 100% in Great Place to Work® 2025, Leading in Global Workplace Well-Being Press Release Distributed by
National Post
17-06-2025
- Business
- National Post
Performance Review Crisis: 80% of Leaders Say Employees Must Quit to Advance
Article content VANCOUVER, British Columbia — Acorn, the AI-powered performance and learning management platform, today announced findings from the '2025 Corporate Performance and Learning Survey' revealing that performance reviews are not just broken, they are driving talent out the door. Article content Article content The data shows nearly 80% of senior leaders admit employees must leave their company to get promoted or earn higher pay, and only 29% of workers trust how their company evaluates performance. With rising employee dissatisfaction and mounting stress, organizations are exploring AI-powered capability systems to fix what decades of HR processes could not. Article content Technology Gaps Undermine Performance Management Organizations recognize the importance of competency frameworks but the gap between strategic vision and technical infrastructure impedes the ability to make them successful; 48% of organizations identified lack of integration between performance management, learning or talent systems as the culprit. Article content Without integrated systems, even the best-designed programs collapse under manual workarounds and misaligned data. 'Most organizations are flying blind because they're missing a capability layer,' said Blake Proberts, CEO and Founder of Acorn. 'Without it, every part of the HR ecosystem — recruitment, onboarding, learning, performance, workforce planning — is operating in isolation with their own tools and languages. A capability layer gives you a single source of truth for what good looks like in every role, so you can offer data-informed development from hire to retire.' Article content Executives and Employees Have Wildly Different Experiences of Performance Reviews Article content The research found a consistent gap between how typical performance systems are perceived by those who implement them versus those who are graded by these systems. While 66% of executives report confidence in their tools and frameworks, and believe their metrics are fair, a mere 19% of individual contributors say the same. Article content This misalignment damages trust and drives employees elsewhere. In fact, the majority of senior leaders acknowledge that employees have to leave to advance their careers. Article content 'Most organizations still have no reliable way to evaluate performance based on what people are actually capable of. No wonder 60% of employees say their metrics are not fair. The industry has spent decades and millions of dollars trying to fix the wrong problem. We don't need another HR process, we need real capability systems that objectively and consistently map what people can do, what they need to learn and how that moves the business forward. Anything less pushes great talent out the door,' added Keith Metcalfe, President of Acorn. Article content Performance Reviews Impact Mental Health, Crushing Motivation Article content Beyond metrics and processes, the research shows the profound human cost of broken performance management systems. One in four employees question their value to their organization after a performance review. Most respondents said past performance reviews have made them feel anxious or stressed and feel uninspired or less productive. One-third of respondents said that their most recent performance review felt like a checkbox exercise. Article content Yet organizations continue to spend heavily on ineffective systems: 36% say they invest between $250,000 and over $1 million annually on performance tools and processes. This represents massively wasted resources amid a failure of organizations to recognize and support the human elements of performance. Article content New AI-Enhanced Approach to Performance Management Shows Promise Article content In light of a challenging landscape, both leaders and employees agree change is needed. Organizations are embracing a new model for performance management that fuses human insight with cutting‑edge technology. Significantly, 89 % are open to AI‑powered solutions to repair broken performance reviews. Article content A vast majority (92%) support the idea of using a capability index, which is an employee-specific score, as a foundation for performance conversations. Employees also want a more meaningful experience: 95% say two-way performance conversations between managers and employees are important. Article content 'This is the time to rethink how we support our people at work,' said Proberts. 'The organizations that win will be the ones that reward real capability with a system that identifies strengths, supports growth and makes feedback useful, not painful.' Article content By establishing clear competency frameworks aligned with business goals, companies envision more transparent, fair and effective performance assessment. Article content About the Survey Article content The '2025 Corporate Performance and Learning Survey' reflects responses from 1,239 U.S.-based full-time employees at organizations with 1,000+ staff, spanning executives, managers and individual contributors across HR, learning & development and business teams. The report examines past competency efforts, emotional impacts of reviews and readiness for integrated, AI-powered performance systems. The independent, third-party survey was commissioned by Acorn. Article content Additional Resources Article content As a solution to the challenges and shortcomings uncovered in the survey, Acorn today announced Capabilities AI, providing organizations with the ability to map capabilities frameworks to job descriptions and cohorts to automatically create career development plans. Article content About Acorn Article content Acorn PLMS (Performance Learning Management System) is the AI-powered performance and learning management platform. With a proprietary library of over 1,600 capabilities and 4,800 proficiency levels, Acorn helps organizations define the capabilities that matter, map them to roles and learning content, and build personalized development plans. By showing learners how to succeed in their roles and enabling leaders to have meaningful performance conversations, Acorn empowers L&D, HR and people leaders to create clear career pathways and prove the business impact of learning. 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