Qualtrics reveals significant trends impacting employee experience in the UK by 2025.
- Leading employers aim to reduce workplace chaos amidst rapid changes.
- Young UK employees remain hopeful but show signs of uncertainty.
- Entry and exit processes are crucial for employee experience.
- Focusing solely on short-term gains erodes long-term trust.
- Employees surpass employers in AI adoption, highlighting a skills gap.
In the face of relentless change, many employers are striving to bring order to their organisations. Employees express a growing need for employers to enhance their cultures and processes, enabling them to meet evolving customer demands effectively. However, despite the emphasis on continuous improvement—identified as a key predictor of employee well-being—global employees rate this aspect poorly. Stress levels are rising, with 39% of employees feeling pressured to boost their productivity. Key factors contributing to this pressure include the rapid pace of change (40%), strategic business shifts (39%), economic pressures (34%), and the integration of AI technologies (23%). Dr. Benjamin Granger from Qualtrics underscores the need for organisations to bridge the expectations gap and fulfill the modern workplace demands voiced by their workforce.
Young UK employees, particularly those under 25, are demonstrating high levels of engagement and optimism about their professional futures and their companies’ trajectories. Yet, as they mature, challenges in instigating change within the workplace become apparent. Notably, 59% of employees over 25 feel unable to challenge established practices. Furthermore, young employees tend to have a shorter tenure, with over half planning to leave within three years, even if their expectations are exceeded. This trend could be part of broader demographic patterns, but it emphasises the need for companies to engage young talent meaningfully early in their careers, as highlighted by Granger.
Both the entry and exit phases of employment are identified as critical points that can sour the employee experience. A significant portion of new employees, during their initial six months, have a low intention to remain long-term due to negative candidate experiences, such as stressful application and interview processes. Conversely, the exit phase can leave a lasting negative impression on departing employees, which may influence their overall view of the company. Granger points out that organisations risk damaging their reputation by neglecting these crucial phases.
Despite 66% of employees perceiving their senior leaders as competent and value-driven, only 52% are confident that leaders will prioritise employee well-being over short-term profits. This disconnect poses a potential risk to long-term success, as trust, a vital component of organisational cohesion, suffers. Dr. Benjamin Granger notes the importance of consistent trust-building behaviours and open communication, especially during disruptive periods, to maintain employee engagement and organisational integrity.
AI adoption in the workplace is growing, yet many employees feel unsupported, with a lack of training and ethical guidelines provided by their employers. Consequently, some employees are independently sourcing AI tools, lacking official approval and potential security measures. This independent adoption, which sees 39% of employees using AI regularly, suggests a readiness to embrace AI, a trend employers must support by offering approved tools and establishing clear guidelines. Dr. Granger highlights the significant risks posed by unmanaged AI usage and advises organisational leaders to proactively provide resources and direction.
By addressing these emerging trends, organisations can foster a stable and engaged workforce in an evolving workplace.
