Employees expect more from their workplaces in 2024, and they want to have a say in shaping their own experiences. That’s according to the new 2024 Employee Experience Trends Report from Qualtrics, which surveyed nearly 37,000 employees across 32 countries.
Employees are also welcoming of new technology, as long as it helps them meet their goals. This includes AI and passive listening to their messages and emails.
Here’s a closer look at the key trends identified in the report:
- Employees want a voice in their workplace experiences. They want to be able to choose where and when they work, and they want to have a say in how decisions are made.
- Employees expect their workplaces to be inclusive and supportive. They want to feel valued and respected, and they want to have access to the resources and training they need to succeed.
- Employees are embracing new technology. They’re open to AI and other technologies that can help them be more productive and efficient.
The report also found that frontline employees are the most underserved group of workers. They’re more likely to be unhappy with their pay and benefits, career development, and work processes. They’re also less likely to trust their leadership.
Organizations need to take steps to address the rising expectations of their employees, especially frontline workers. This includes creating more inclusive and supportive workplaces, providing opportunities for career development, and listening to employee feedback.
The trends that will define the employee experience in 2024 are:
- The new-job honeymoon phase is over
- Some time in the office is better than none – unless it’s five days a week
- Employees are comfortable sharing work emails and chats for an improved employee experience, but more ambivalent about social media posts being used
- Frontline employees are unhappy, poorly supported and least trusting
- Employees would rather AI assist them than evaluate them
The new-job honeymoon phase is over
Historically, employees were more engaged during the first year in a new role, but now, new hires show lower levels of engagement, well-being, and inclusion compared with more tenured employees. The novelty of a new job is no longer enough to ensure that newer employees stay engaged for the first six months, a critical time for business leaders as the cost to hire a new employee approaches $5,000, according to a 2022 report from the Society for Human Resource Management.
Thirty-nine percent of employees who have been with a company for less than six months plan to leave within the next 12 months, a 6-point increase from last year. Some are even “boomeranging” back to a previous job.
| Engagement | Well-being | Inclusion | Intent to stay 3+ years | |
| New hires (<6 months) | 65 % | 66 % | 66 % | 38 % |
| All other employees | 68 % | 72 % | 73 % | 65 % |
The data reveal how important the first several months of a new job are to building committed and loyal employees–yet only 41% of HR leaders prioritize onboarding new employees to fully integrate them into the company. With many of these new employees excluded from annual engagement surveys, organizations may be missing critical information for retaining their newest hires.
One area for improvement is career growth and development, which are among the top drivers of engagement. However, new hires are less likely to believe their career goals can be met and have conversations about their development than the global average, indicating that organizations can increase engagement by focusing on growth opportunities earlier in an employee’s tenure.
“It’s not enough to get great talent in the door,” said Qualtrics Chief Workplace Psychologist Dr. Benjamin Granger. “The first several months are when employees form first impressions of working at a company, and first impressions are difficult to change. Hiring and onboarding are inextricably linked experiences that need a common thread tying them together. Otherwise, organizations run the risk of early and costly turnover.”
Some time in the office is better than none – unless it’s five days
As the debate continues over how many days, if any, employees should spend in the office, the research shows that key indicators of a positive employee experience are highest for employees with hybrid work schedules.
Employees in hybrid working arrangements have the highest levels of engagement, intent to stay, and feelings of well-being and inclusion in comparison to employees who work full-time in the office. In fact, those in a hybrid setting also have higher scores than employees who are fully remote and don’t spend any time in the office.
| 0 days in the office | 3 days in the office | 5 days in the office | |
| Engagement | 71 % | 77 % | 60 % |
| Intent to stay | 65 % | 68 % | 63 % |
| Inclusion | 75 % | 80 % | 67 % |
| Well-being | 73 % | 79 % | 66 % |
Previous Qualtrics research offers insights into why employees benefit from hybrid work. Half of employees working remotely during the middle of the pandemic felt their physical and mental well-being improved, according to Qualtrics’ 2022 Employee Experience Trends Report. However, their level of trusting relationships with colleagues decreased at the same time.
“Hybrid models give companies a good way to balance individual and organizational needs, giving employees flexibility while making time for essential in-person collaboration,” said Granger. “Still, a one-size-fits-all approach may not be the best strategy, and leaders would be wise to build in flexibility within their work location policies and bring people together with purpose.”
What does this mean for employers?
Employers need to be prepared for the rising expectations of their employees in 2024. This means creating workplaces that are more inclusive, supportive, and responsive to the needs of all employees.
Here are a few specific things employers can do:
- Give employees a voice. Conduct regular employee surveys and focus groups to get feedback on what employees are looking for in their workplace experiences.
- Invest in employee development. Provide employees with opportunities to learn new skills and advance their careers.
- Create a culture of trust and respect. Treat employees fairly and with dignity.
- Provide competitive pay and benefits. Ensure that employees are compensated fairly for their work and have access to the benefits they need.
- Embrace new technology. Use technology to improve employee productivity and efficiency, but make sure that employees are comfortable with the technology being used.
By taking these steps, employers can create workplaces that attract and retain top talent in 2024 and beyond.