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Survey: Job Engagement Declines For A Third of Workers; Remote Work Is Not to Blame

Survey: Job Engagement Declines For A Third of Workers; Remote Work Is Not to Blame
PR Newswire
NEW YORK, Oct. 18, 2022

NEW YORK, Oct. 18, 2022 /PRNewswire/ — A new survey reveals that nearly a third of workers report decreased engagement—the comm…

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Survey: Job Engagement Declines For A Third of Workers; Remote Work Is Not to Blame

PR Newswire

NEW YORK, Oct. 18, 2022 /PRNewswire/ -- A new survey reveals that nearly a third of workers report decreased engagement—the commitment and connection that they feel to their work.

Could the shift to remote work spurred by the pandemic be at fault? The Conference Board survey says no. Work location—whether on-site, remote, or a hybrid blend of the two—has no impact on self-reported engagement levels. But some people do feel decreased engagement more than others: Women, Millennials, and individual contributors report lower engagement than men, older generations, and executives. But even with lower levels of self-reported engagement, 82 percent say their level of effort is the same or higher.

The survey also finds that more workers want to quit, but few have plans to actually do so. Workers' intent to stay at their jobs decreased for 37 percent in the last six months, but only 12 percent are actively planning to leave. Indeed, the imminent recession has 29 percent of workers thinking twice about quitting.

Additionally, having a caring, empathetic leader increased in importance to hybrid workers (56 percent) and remote workers (50 percent) more than those in the physical workplace (44 percent), perhaps a reminder to leaders to be more intentional and inclusive for those who are remote at least some of the time.

The latest workforce survey from The Conference Board polled more than 1,600 individuals—predominantly office workers—from September 1-8. Respondents weighed in on workplace culture, work location, compensation, and benefits.

Key findings include:

Many employees are less committed, but they're working hard anyway.

How do you feel now about your engagement and level of effort compared to how you felt 6 months ago?

  • 30 percent say their level of engagement at work—the commitment and connection that employees feel to their work—is lower than six months ago.
  • Lower engagement isn't necessarily affecting effort: Only 18 percent say their level of effort has decreased in the last six months. 50 percent say it's the same; 31 percent say it's increased.
  • More women, Millennials, and individual contributors report lower engagement and effort than their counterparts.
Engagement levels decreased for all workers regardless of work location/schedule.

How do you feel now about your engagement compared to how you felt 6 months ago?

  • Engagement decreased for 30 percent of fully remote workers, 31 percent of workers with a hybrid work location, and 30 percent for fully in-office workers.
Self-reported mental health levels and sense of belonging are both decreasing.

How do you feel now about your mental health and sense of belonging compared to how you felt 6 months ago?

  • 37 percent report their self-reported mental health levels are lower than six months ago.
  • 36 percent say their sense of belonging has decreased.
  • More women, Millennials, and individual contributors report their mental health has decreased than their counterparts.
More workers want to quit…

How do you feel now about your intent to stay compared to how you felt 6 months ago?

  • 37 percent say their intent to stay has decreased in the last six months.
  • More women and individual contributors say their intent to stay has decreased than their counterparts.
  • Decreases in intent to stay were similar among generations.
…but few have firm plans to leave any time soon.

Have you voluntarily left your organization for another job since the pandemic began?

  • Only 12 percent are actively planning to leave in the next six months.
A looming recession has some workers thinking twice before quitting.

Given the economic slowdown, are you more or less likely to leave your current organization in the next six months?

  • 29 percent say the economic slowdown makes them less likely to leave their job.

"While these results show that a likely recession may slow some of the high turnover we've been seeing, engagement is eroding for many of those who remain," said Rebecca Ray, PhD, Executive Vice President of Human Capital at The Conference Board. "For businesses to truly thrive, they should focus on improving employee engagement, no matter the employee's work location or schedule. Especially during challenging times, previous research from The Conference Board has shown that it is important for leaders to reconnect all workers to the mission and purpose of the organization, as well as to lead with compassion. For workers who are remote or hybrid, this may mean being more intentional about making time for connection."   

A majority of workers now work a hybrid schedule—some days in the office, some at home.

What best describes your current working situation?

  • 55 percent say they have a hybrid work schedule, an increase from 43 percent six months ago.
  • 16 percent say they are hybrid with a schedule that varies week to week.
  • 31 percent of workers are remote, a decrease from 48 percent six months ago.
  • Only 14 percent are in the physical workplace full-time.
  • More women work remotely than men (33 percent vs. 27 percent).
Few businesses are requiring staff to return to the office full time.

How has your organization addressed the shift to remote work and the return to the workplace?

  • Only 6 percent say their companies required all employees to return to the workplace full-time.
  • 35 percent say their companies made working remotely full-time an option.
  • 32 percent of workers surveyed say their companies allow flexible work hours.
Flexibility is one of the most important factors for workers, especially women.

Beyond a competitive salary, which of these are most important to you now?

  • 70 percent say options for workplace flexibility (location, hours) are among the most important job factors aside from salary—the top response.
  • 65 percent say company contribution to a retirement plan and 61 percent say generous paid time off are among the most important factors.
  • More women than men say workplace flexibility is among the most important things (78 percent vs. 61 percent).
  • The desire for workplace flexibility was similar among generations.
Workers will quit for a more flexible job.

If you left your organization, or intend to leave in the next 6 months, what most influenced/influences your decision?

  • 16 percent of workers left their job or intend to leave for the ability to work from anywhere.
  • More women than men say they left their job or intend to leave for the ability to work from anywhere (19 percent vs. 10 percent).
  • 21 percent of individual contributors left or intend to leave their job for the ability to work anywhere, compared to 14 percent of management.
More workers quit because they were disappointed with their company than did for flexibility.

If you left your organization, or intend to leave in the next 6 months, what most influenced/influences your decision?

  • 19 percent say they left or intend to leave because they were disappointed with their company—more than the 16 percent who left for the ability to work from anywhere.
  • 11 percent of workers say they left their job or intend to leave because of their supervisor/manager.
Disappointment with their company and a desire to connect to mission and purpose impacted self-reported levels of employee engagement.

How do you feel now about your engagement compared to how you felt 6 months ago? If you left your organization, or intend to leave in the next 6 months, what most influenced/influences your decision?

  • Among those who report decreasing engagement levels, 36 percent say they left or intend to leave because they are disappointed with their company.
  • Among those who report decreasing engagement, 20 percent say they left or intend to leave because of a stronger connection to the mission and purpose of new organization.
Having caring, empathetic leaders has grown in importance, especially for women and Millennials.

How have your priorities changed compared to before the pandemic?

  • 52 percent of workers say having a caring, empathetic leader is more important now than before the pandemic.
  • More women than men say having a caring, empathetic leader is more important now than before the pandemic (55 percent vs. 49 percent)
  • More Millennials than Baby Boomers say having a caring, empathetic leader is more important now (60 percent vs. 50 percent).
  • Having a caring, empathetic leader increased in importance to hybrid workers (56 percent) and remote workers (50 percent) more than those in the physical workplace (44 percent).
  • The importance of caring leaders was similar among employee levels.
Half of workers say pay is not the most important part of choosing a job.

Do you agree that pay is the most important part of choosing a job?

  • 49 percent say pay is not the most important part of choosing a job.
  • More women than men think pay is not the most important factor (53 percent vs. 43 percent).
  • But fewer individual contributors and Millennials than their counterparts believe that to be true.
Pay does still matter, though.

If you left your organization, or intend to leave in the next 6 months, what most influenced/influences your decision?

  • 25 percent say they left their job or intend to leave for better pay—the top response.

"Many workers have reevaluated their priorities since the beginning of 2020 at the outset of COVID," says Robin Erickson, PhD, Vice President of Human Capital at The Conference Board. "Employees are not only demanding to retain the flexibility they gained from being required to work remotely, but they expect genuine and transparent communications to continue from their leaders as well. That's not to say that pay no longer matters—it's just not the only thing that matters, or even the most important thing. Now, when looking for a job, workers are weighing a variety of factors unique to them and their needs."

About The Conference Board

The Conference Board is the member-driven think tank that delivers trusted insights for what's ahead. Founded in 1916, we are a non-partisan, not-for-profit entity holding 501 (c) (3) tax-exempt status in the United States. www.conference-board.org

 

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Apartment permits are back to recession lows. Will mortgage rates follow?

If housing leads us into a recession in the near future, that means mortgage rates have stayed too high for too long.

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In Tuesday’s report, the 5-unit housing permits data hit the same levels we saw in the COVID-19 recession. Once the backlog of apartments is finished, those jobs will be at risk, which traditionally means mortgage rates would fall soon after, as they have in previous economic cycles.

However, this is happening while single-family permits are still rising as the rate of builder buy-downs and the backlog of single-family homes push single-family permits and starts higher. It is a tale of two markets — something I brought up on CNBC earlier this year to explain why this trend matters with housing starts data because the two marketplaces are heading in opposite directions.

The question is: Will the uptick in single-family permits keep mortgage rates higher than usual? As long as jobless claims stay low, the falling 5-unit apartment permit data might not lead to lower mortgage rates as it has in previous cycles.

From Census: Building Permits: Privately‐owned housing units authorized by building permits in February were at a seasonally adjusted annual rate of 1,518,000. This is 1.9 percent above the revised January rate of 1,489,000 and 2.4 percent above the February 2023 rate of 1,482,000.

When people say housing leads us in and out of a recession, it is a valid premise and that is why people carefully track housing permits. However, this housing cycle has been unique. Unfortunately, many people who have tracked this housing cycle are still stuck on 2008, believing that what happened during COVID-19 was rampant demand speculation that would lead to a massive supply of homes once home sales crashed. This would mean the builders couldn’t sell more new homes or have housing permits rise.

Housing permits, starts and new home sales were falling for a while, and in 2022, the data looked recessionary. However, new home sales were never near the 2005 peak, and the builders found a workable bottom in sales by paying down mortgage rates to boost demand. The first level of job loss recessionary data has been averted for now. Below is the chart of the building permits.



On the other hand, the apartment boom and bust has already happened. Permits are already back to the levels of the COVID-19 recession and have legs to move lower. Traditionally, when this data line gets this negative, a recession isn’t far off. But, as you can see in the chart below, there’s a big gap between the housing permit data for single-family and five units. Looking at this chart, the recession would only happen after single-family and 5-unit permits fall together, not when we have a gap like we see today.

From Census: Housing completions: Privately‐owned housing completions in February were at a seasonally adjusted annual rate of 1,729,000.

As we can see in the chart below, we had a solid month of housing completions. This was driven by 5-unit completions, which have been in the works for a while now. Also, this month’s report show a weather impact as progress in building was held up due to bad weather. However, the good news is that more supply of rental units will mean the fight against rent inflation will be positive as more supply is the best way to deal with inflation. In time, that is also good news for mortgage rates.



Housing Starts: Privately‐owned housing starts in February were at a seasonally adjusted annual rate of 1,521,000. This is 10.7 percent (±14.2 percent)* above the revised January estimate of 1,374,000 and is 5.9 percent (±10.0 percent)* above the February 2023 rate of 1,436,000.

Housing starts data beat to the upside, but the real story is that the marketplace has diverged into two different directions. The apartment boom is over and permits are heading below the COVID-19 recession, but as long as the builders can keep rates low enough to sell more new homes, single-family permits and starts can slowly move forward.

If we lose the single-family marketplace, expect the chart below to look like it always does before a recession — meaning residential construction workers lose their jobs. For now, the apartment construction workers are at the most risk once they finish the backlog of apartments under construction.

Overall, the housing starts beat to the upside. Still, the report’s internals show a marketplace with early recessionary data lines, which traditionally mean mortgage rates should go lower soon. If housing leads us into a recession in the near future, that means mortgage rates have stayed too high for too long and restrictive policy by the Fed created a recession as we have seen in previous economic cycles.

The builders have been paying down rates to keep construction workers employed, but if rates go higher, it will get more and more challenging to do this because not all builders have the capacity to buy down rates. Last year, we saw what 8% mortgage rates did to new home sales; they dropped before rates fell. So, this is something to keep track of, especially with a critical Federal Reserve meeting this week.

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One more airline cracks down on lounge crowding in a way you won’t like

Qantas Airways is increasing the price of accessing its network of lounges by as much as 17%.

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Over the last two years, multiple airlines have dealt with crowding in their lounges. While they are designed as a luxury experience for a small subset of travelers, high numbers of people taking a trip post-pandemic as well as the different ways they are able to gain access through status or certain credit cards made it difficult for some airlines to keep up with keeping foods stocked, common areas clean and having enough staff to serve bar drinks at the rate that customers expect them.

In the fall of 2023, Delta Air Lines  (DAL)  caught serious traveler outcry after announcing that it was cracking down on crowding by raising how much one needs to spend for lounge access and limiting the number of times one can enter those lounges.

Related: Competitors pushed Delta to backtrack on its lounge and loyalty program changes

Some airlines saw the outcry with Delta as their chance to reassure customers that they would not raise their fees while others waited for the storm to pass to quietly implement their own increases.

A photograph captures a Qantas Airways lounge in Sydney, Australia.

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This is how much more you'll have to pay for Qantas lounge access

Australia's flagship carrier Qantas Airways  (QUBSF)  is the latest airline to announce that it would raise the cost accessing the 24 lounges across the country as well as the 600 international lounges available at airports across the world through partner airlines.

More Travel:

Unlike other airlines which grant access primarily after reaching frequent flyer status, Qantas also sells it through a membership — starting from April 18, 2024, prices will rise from $600 Australian dollars ($392 USD)  to $699 AUD ($456 USD) for one year, $1,100 ($718 USD) to $1,299 ($848 USD) for two years and $2,000 AUD ($1,304) to lock in the rate for four years.

Those signing up for lounge access for the first time also currently pay a joining fee of $99 AUD ($65 USD) that will rise to $129 AUD ($85 USD).

The airline also allows customers to purchase their membership with Qantas Points they collect through frequent travel; the membership fees are also being raised by the equivalent amount in points in what adds up to as much as 17% — from 308,000 to 399,900 to lock in access for four years.

Airline says hikes will 'cover cost increases passed on from suppliers'

"This is the first time the Qantas Club membership fees have increased in seven years and will help cover cost increases passed on from a range of suppliers over that time," a Qantas spokesperson confirmed to Simple Flying. "This follows a reduction in the membership fees for several years during the pandemic."

The spokesperson said the gains from the increases will go both towards making up for inflation-related costs and keeping existing lounges looking modern by updating features like furniture and décor.

While the price increases also do not apply for those who earned lounge access through frequent flyer status or change what it takes to earn that status, Qantas is also introducing even steeper increases for those renewing a membership or adding additional features such as spouse and partner memberships.

In some cases, the cost of these features will nearly double from what members are paying now.

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Star Wars icon gives his support to Disney, Bob Iger

Disney shareholders have a huge decision to make on April 3.

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Disney's  (DIS)  been facing some headwinds up top, but its leadership just got backing from one of the company's more prominent investors.

Star Wars creator George Lucas put out of statement in support of the company's current leadership team, led by CEO Bob Iger, ahead of the April 3 shareholders meeting which will see investors vote on the company's 12-member board.

"Creating magic is not for amateurs," Lucas said in a statement. "When I sold Lucasfilm just over a decade ago, I was delighted to become a Disney shareholder because of my long-time admiration for its iconic brand and Bob Iger’s leadership. When Bob recently returned to the company during a difficult time, I was relieved. No one knows Disney better. I remain a significant shareholder because I have full faith and confidence in the power of Disney and Bob’s track record of driving long-term value. I have voted all of my shares for Disney’s 12 directors and urge other shareholders to do the same."

Related: Disney stands against Nelson Peltz as leadership succession plan heats up

Lucasfilm was acquired by Disney for $4 billion in 2012 — notably under the first term of Iger. He received over 37 million in shares of Disney during the acquisition.

Lucas' statement seems to be an attempt to push investors away from the criticism coming from The Trian Partners investment group, led by Nelson Peltz. The group, owns about $3 million in shares of the media giant, is pushing two candidates for positions on the board, which are Peltz and former Disney CFO Jay Rasulo.

HOLLYWOOD, CALIFORNIA - JUNE 14: George Lucas attends the Los Angeles Premiere of LucasFilms' "Indiana Jones and the Dial of Destiny" at Dolby Theatre on June 14, 2023 in Hollywood, California. (Photo by Axelle/Bauer-Griffin/FilmMagic)

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Peltz and Co. have called out a pair of Disney directors — Michael Froman and Maria Elena Lagomasino — for their lack of experience in the media space.

Related: Women's basketball is gaining ground, but is March Madness ready to rival the men's game?

Blackwells Capital is also pushing three of its candidates to take seats during the early April shareholder meeting, though Reuters has reported that the firm has been supportive of the company's current direction.

Disney has struggled in recent years amid the changes in media and the effects of the pandemic — which triggered the return of Iger at the helm in late 2022. After going through mass layoffs in the spring of 2023 and focusing on key growth brands, the company has seen a steady recovery with its stock up over 25% year-to-date and around 40% for the last six months.

Related: Veteran fund manager picks favorite stocks for 2024

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