The 10 Things Your Employees Really Want

The 10 Things Your Employees Really Want

If 50,000 employees worldwide shared what they really want from their companies, would you like to know?

Lucky for you, Officevibe has released report showing what truly matters to your employees.

The unprecedented, real-time report on the “State of Employee Engagement” collated almost 1.2 million data points from their customer survey software.

Moreover, the data is still fresh, as the software updates in real time, with new data continually streaming in.

With over 50,000 employees from over 1,000 organisations worldwide, this is the biggest report on employee engagement ever.

“This is one of the biggest things that’s ever been done in the HR industry,” says Dan Benoni, CEO of Officevibe.

“It’s arguably the richest data set for anyone looking to understand how employees across the world are truly feeling. The statistics that we were able to uncover are truly alarming.”

So, what does the data show?

Data was captured under 10 essential metrics important for improving employee engagement. These are:

  • Recognition
  • Feedback
  • Happiness
  • Personal growth
  • Satisfaction
  • Wellness
  • Ambassadorship
  • Relationships with managers
  • Relationships with colleagues
  • Company alignment

You can keep your eye on the updated state of employee engagement for real-time data, and more insights.


  • 63% of employees feel that they don’t get enough praise.

Which begs the question…how much praise is the right amount for each employee?

Gallup has found that employees who receive praise at least once per week increase their individual productivity and are more likely to stay with their organisation.

Of course, this relies on the praise being given in the right way for that employee.

You probably know some employees that rejoice in public fanfare for their achievements. Yet others would be distressed by a public display, appreciating a quieter gesture.

Developing self-awareness in your leadership teams and harnessing employee assessments can help identify how to get the most impact from your praise.


  • 32% of employees are having to wait more than three months to get feedback from their manager.

It turns out, most managers don’t enjoy giving feedback, but employees love receiving it.

Supporting managers so they are confident in how to best deliver feedback will mean they can be more forthcoming with it.


  • 23% of employees leave work feeling exhausted, drained and sluggish.

When it comes to energising people, there is no one-size-fits-all solution.

It begins with putting the right people with the right drives into roles where they can use their natural motivators to achieve success.

When you are able to tap into what really makes people tick and then create the environment that allows them to realise their potential, then you see real results in the person’s success and happiness.

Personal growth

  • 56% of employees believe that they don’t have any opportunities for career advancement.

Specifically, employees feel like their roles lack in autonomy, skill development and purpose.

Employees who feel they have enough autonomy and have a sense of purpose in their role are much more engaged.


  • Half of employees aren’t satisfied with their benefits package and 33% of employees don’t think they are paid fairly for their work.

For HR teams where salary isn’t something you can change, there are ways to offer benefits like more flexibility to compensate.

Employees are also dissatisfied with onboarding processes, with 51% saying their company’s onboarding process could be improved.

Success, which brings satisfaction, is underpinned by an effective onboarding program, which is made easier when you have a deeper understanding of the person’s individual needs.


  • 60% of employees say their job is taking its toll on their personal life.

They feel overworked and stressed, and don’t have good work-life balance.

Moreover, high stress levels (47% consider themselves stressed at work) are causing them to be less productive than they could be.

Managers can promote wellness in the workplace by implementing health and wellness programs to help reduce stress for employees.


  • 57% of employees wouldn’t recommend their organisation as a good place to work.

The research found that interestingly, people are more likely to recommend their company’s products than its culture.

Measuring employee loyalty, to know exactly what makes an employee more likely to be loyal or not, is key to creating ambassadors.

Relationships with managers

  • One in five employees feel that their manager isn’t transparent with them and around a third (31%) wish their manager communicated more frequently with them.

The relationship between an employee and their manager has a huge effect on employee engagement and is one of the top reasons why employees leave organisations.

By keeping your finger on the pulse and leaving lines of communication open, you can drastically increase the likelihood of solving any interpersonal problem before it becomes critical.

Relationships with colleagues

  • More than a third (34%) of employees don’t feel they have enough social interaction with their colleagues.

This is often exacerbated by employees being overworked, or by a hostile culture amongst staff.

It is your leadership who set the tone for the organisation, and can encourage a culture of collaboration and respect.

Company alignment

  • 33% of employees don’t believe their company’s core values align with their personal values.

When an organisation is brave enough to not try and homogenise their culture, they realise that some candidates will not be attracted by it.

The key then is to communicate company culture clearly in the recruitment process and identify which candidates will best fit your culture.


As the world of business changes in the 21st-century, it’s up to us as managers and leaders to understand how to meet the needs of our employees within the workplace.

These 10 metrics are a good place to start as well as an opportunity for you to keep your finger on the pulse.

So, which of the 10 metrics has posed the biggest challenge to your team, and how did you overcome this?

We’d love to hear about your experiences.

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