A new report by global job site Indeed reveals that over three quarters (77 per cent) of Australians are not thriving at work, with stress and burnout a major problem – 46 per cent of workers surveyed said that they’ve experienced these issues in their current role.
Over half of the respondents (58 per cent) said that work-life balance is the most important factor in achieving wellbeing, but a quarter of them consider their work-life balance to be either ‘average’ or ‘poor’.
These sentiments have resulted in half of Aussie workers planning to look for a new job in 2024 – a potential issue given that the labour market is the tightest and most mobile Australia has ever seen.
The fewer than 25 per cent of respondents who believe they are thriving at work cited three key factors giving them this sense of satisfaction – a clear sense of purpose, job satisfaction, and feeling happy instead of stressed most of the time. The research found that workers who feel that they are thriving are more likely to focus on positives (32 per cent compared to 17 per cent) and bounce back quickly from challenges and setbacks (31 per cent compared to 19 per cent). They’re also more likely than those who are not thriving to be able to laugh and get along with colleagues, benefit from a supportive manager, and share a cup of tea or something to eat to eat with co-workers.
Those workers planning to look for a new job overwhelmingly feel their employers could do more to retain their services, with 91 per cent sharing this belief. Such retention strategies include providing better pay and benefits – with 42 per cent of those considering leaving saying they are underpaid – as well as offering greater work-life balance, mental health support, recognition and appreciation, and learning, growth, and career progression opportunities.
“A team of thriving workers is achievable,” Amanda Gordon, Workplace Psychologist at Indeed, said. “Our data shows better flexibility and work-life balance, more support and recognition, and career growth opportunities can make a very real difference.
“Organisations should see this red flag in the workforce as an opportunity to review and assess how they’re tracking with these factors if they are serious about retaining their talent,” Gordon concluded.
