2023-09-01 13:37:05
Posted on Sep 1, 2023 at 1:11 p.m.Updated on Sep 1, 2023 at 1:37 p.m.
The Covid crisis, galloping inflation and the war in Ukraine have left their mark. Mental health at work has deteriorated markedly, reveals a job satisfaction survey conducted by Capterra with more than 1,000 French employees.
In 2019, only 4% of employees surveyed rated their mental health as bad to very bad. In 2022, this rate jumped to 16%. And this deterioration in well-being at work has a direct influence on the desire to leave, which is “increasing”: in 2022 more than one in three French people (37%) wanted to leave their job, including 18% before the end of the year. The first two causes of dissatisfaction are the level of stress and a salary deemed insufficient.
Importance of the human connection
Some ways are proposed by Capterra in order to improve the employer-employee relationship, in particular around the concept of “Care management”. For Emilie Audubert, an analyst within the company, “employers could put in place risk assessment processes, which vary greatly depending on the job. They should also train more to improve their emotional intelligence,” she says. Because the study underlines that the ability to recognize the efforts and the work provided is the first quality desired by employees with regard to their superior.
Capterra specifies that the development of telework, at least in “hybrid” mode, can be a lever to improve the well-being of employees. “But it is important to maintain, even at a distance, moments of formal and informal exchanges,” says Emilie Audubert.
Because expectations evolve over generations. “Generation Z” (people born from 1996 according to the Gartner company classification, editor’s note) places autonomy and flexibility, for example, but also the level of remuneration, at the heart of their professional aspirations. A phenomenon that can only accentuate the phenomenon of “job hopping” or the frequent change of jobs, which has been growing for many years, according to the survey. Desires for change often driven by the attraction of better remuneration within another company (1st factor).
A development that also has consequences in the eyes of recruiters, “It de-stigmatizes job changes, previously seen as a sign of instability that is detrimental to the company. They are much better perceived today, reflecting the changing world of work,” concludes Emilie Audubert.
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