The employee satisfaction crisis | LinkedIn UK Talent Trends report | Sick leave for pet care? | The JARS guide to juggling job two offers

New data reveals two-thirds of workers feel disconnected from their roles

A troubling new study has revealed a widespread crisis in workplace satisfaction, with nearly two-thirds of employees reporting they feel disconnected from their work. The comprehensive research, conducted by Cognexo across England and Wales, surveyed 2,000 office-based workers and paints a concerning picture that experts warn could trigger another "great resignation."

The findings are stark: 64% of office workers feel disconnected from their roles, while almost half state they don't feel valued by their employers. Perhaps most alarming is the revelation that 82% of employees believe their professional development needs are going unmet, a statistic that particularly resonates with both ends of the age spectrum.

Generation Z workers and those over 55 emerged as the demographics expressing the highest levels of job dissatisfaction. For Gen Z specifically, 41% reported a significant mismatch between their expectations and actual job responsibilities, with over a third struggling to understand their daily tasks. Meanwhile, workers aged 55 and above reported feeling particularly overlooked in terms of both career development and mental health support.

The research highlighted significant concerns about managerial support, with 52% of employees reporting insufficient guidance and resources from their direct supervisors. While nearly two-thirds of workers expressed confidence in senior leadership decisions, almost a quarter described their workplace as disorganised, and 13% went as far as characterising their workplace culture as toxic.

Workers in retail, catering, and healthcare sectors reported feeling especially unsupported, with many citing concerns about:

➡️ Limited career progression opportunities

➡️ Inadequate training and development resources

➡️ Poor work-life balance

➡️ Insufficient recognition for their contributions

➡️ Lack of meaningful feedback from management

➡️ Limited flexibility in working arrangements

➡️ Insufficient support for mental wellbeing

➡️ Unequal treatment based on various demographic factors

Diversity and inclusion emerged as critical areas requiring immediate attention, with 54% of employees calling for substantial improvements. The study identified concerning patterns of unequal treatment based on gender, ethnicity, and neurodiversity, highlighting the need for comprehensive reform in workplace practices.

When speaking to industry publication, People Management magazine , about the research,  experts recommend several immediate actions for organisations looking to address these challenges:

✅ Implementing transparent career progression paths with clear milestones

✅ Providing regular, structured learning opportunities tailored to different career stages

✅ Developing comprehensive mentorship programmes that span departments

✅ Improving managerial training and accountability measures

✅ Enhancing diversity and inclusion initiatives with measurable outcomes

✅ Creating robust mental health support systems

✅ Establishing regular feedback mechanisms at all organisational levels

✅ Investing in technology and resources to support remote and hybrid working

✅ Developing clear onboarding processes for new employees

✅ Regular review and adjustment of compensation packages

Dan Buckley , Cognexo's CEO, emphasises the need for fundamental changes in organisational culture. "Organisations must weave employee development and inclusivity into their daily operations," he states, highlighting the importance of open communication at all levels.

The findings come at a critical time when businesses are still adapting to post-pandemic workplace dynamics and facing increasing pressure to retain top talent. With the job market showing signs of recovery, organisations that fail to address these concerns may soon find themselves struggling to maintain their workforce.

How does your workplace measure up against these findings? Have you experienced similar challenges in your role? Share your thoughts and experiences in the comments below, telling us the changes you'd like to see in your workplace ⬇️

Have you read the latest LinkedIn Talent Trends report…featuring JARS!

In case you missed it, a new LinkedIn report has revealed encouraging signs in the UK labour market, with hiring rates showing improvement and organisations increasingly embracing generative AI technologies. The UK Talent Trends report, which draws insights from LinkedIn's Economic Graph and its global community of over a billion professionals, highlights several key trends shaping the future of work.

According to the data, UK hiring rates have improved significantly, with year-over-year decline moderating from -25% to -15% between August 2023 and August 2024. Additionally, internal mobility within organisations has increased by 3%, with LinkedIn attributing these positive trends to innovative strategies employed by companies such as ourselves! 

The report emphasises the growing impact of generative AI in the workplace, with approximately 80% of UK executives recognising its potential benefits. Top advantages cited include reducing time spent on routine tasks, increasing productivity, and freeing up employees for more strategic and creative work.

Despite the rise of AI, human skills remain crucial. The report finds that 63% of UK executives plan to prioritise hiring candidates with strong soft skills that can transfer across roles, with adaptability being particularly valued. Notably, companies with more GAI-skilled employees see significantly higher promotion rates, with such employees being twice as likely to develop critical thinking and strategic thinking skills.

LinkedIn's Chief People Officer, Teuila Hanson , emphasises that talent leaders are "uniquely positioned to help their organisations unlock human capability in this AI era of work." This suggests a future where success depends on balancing technological advancement with human potential.

Looking ahead, the report indicates that about 84% of UK executives plan to make new hires in the coming year, indicating continued optimism in the job market despite ongoing technological transformation. The report suggests that organisations that effectively combine AI adoption with employee skill development will be best positioned for success in the evolving workplace.

The findings underscore a clear message: while AI continues to reshape the workplace, organisations must focus on developing both technological capabilities and human skills to remain competitive in the modern business landscape.

Read the full report here ➡️ The United Kingdom Talent Trends 

What steps is your organisation taking to prepare its workforce for the AI-driven future of work? Share your thoughts in the comments! ⬇️

Hot Topic: Should employers be giving workers sick leave for pet care? 🐶

New York City is making headlines with a proposal that's caught the attention of HR professionals worldwide. NYC lawmakers are considering legislation that would allow workers to use their sick leave to care for pets requiring medical treatment. Under the proposed update to their Earned Safe and Sick Time Act, employees could use their existing leave allowance for companion or service animals needing medical diagnosis or care.

The NYC bill, if passed, would apply to companies already providing mandatory sick leave - 56 hours annually for larger employers (100+ employees) and 40 hours for smaller ones. It's a move that raises interesting questions for UK employers about how we approach pet care leave.

Currently, UK employers aren't legally required to provide specific leave for pet care. While we have statutory sick pay and recently introduced carer's leave, there's no equivalent provision for looking after pets. However, some UK organisations are already taking progressive approaches to pet-related leave through their own policies.

Business psychologist Dannielle Haig (HCPC, MBPsS) , sees potential benefits in such policies for UK workplaces. "Pets significantly reduce stress and anxiety among their owners. When they're unwell, that emotional strain can easily spill over into work life, impacting focus and productivity," she explains.

However, @Chris Preston from The Culture Builders suggests UK businesses might not need formal legislation. "It should be something that good organisations just do. If people have a sick animal, giving them the space and time to address that is the right thing to do - it's probably not the right thing to then record that as sick time."

Some UK companies are already finding creative solutions, from offering flexible working arrangements for pet emergencies to including pet bereavement in compassionate leave policies. Rather than waiting for legislation, these organisations are recognising the significant role pets play in their employees' lives through their existing HR frameworks.

Do you think we should be following New York's lead with formal pet care leave policies, or is our current approach of allowing individual organisations to set their own policies working well enough? ⬇️

So, you've landed multiple job offers - congratulations! After all those applications, interviews, and what probably felt like endless assessment tasks, you've impressed not just one, but several potential employers. While you should definitely take a moment to celebrate this achievement, you're now faced with a decision that could shape your career for years to come.

If you're feeling a bit overwhelmed right now, don't worry - you're not alone. Having multiple offers can feel like a "good problem," but it's still a challenge that needs careful thought. The great news is that being in this position puts you firmly in the driving seat.

Let's walk through how to evaluate each offer and make a choice you'll feel great about.

Look beyond the salary ➡️ A bigger salary is always tempting, but the complete package tells a much more interesting story. Take a good look at what each organisation is really offering, from healthcare and pension plans to performance bonuses. Don't forget about those important extras like annual leave, professional development opportunities, and perks such as remote work or travel allowances.

Evaluate growth opportunities ➡️ Your next role should be a stepping stone towards where you want to be in the future. Have a good look at how each organisation approaches career development. Is there a clear path for promotion? Will you have mentors to learn from? Think about how each role could expand your skill set and professional network. A company's market position matters too - you want to be somewhere that's going places.

Assess company culture and values ➡️ You'll spend a huge chunk of your life at work, so the culture needs to feel right. Think back to your interviews - did you click with the team? Was there a buzz about the place? Keep an eye out for how the organisation handles work-life balance and whether their values match yours. The wrong culture fit can make even the most impressive job title feel like a bad fit.

Consider the practical realities ➡️  What would your daily life actually look like in each role? A modern office in the city centre might sound great until you factor in a long and busy commute. Think about the workspace - will you thrive there? If there's remote work on offer, what's the setup like? These might seem like small details now, but they can make or break your job satisfaction in the long run.

Trust your gut ➡️ While it's good to be logical about this decision, don't ignore those gut feelings. Which team made you feel most welcome? Where can you actually picture yourself being happy? Sometimes your instincts pick up on these things first!

Making your final decision ➡️ Instead of just going with your gut, try creating a simple comparison of each offer. What really matters to you? What's nice to have versus essential? You don't have to go with what looks best on paper, but having it all laid out can help clear your head.

Managing the process ➡️ Keep it professional while you're deciding - nobody likes being left in the dark. Keep in touch with all parties about your timeline, and if you need more time to decide, just ask (politely, of course). When you've made your choice, let everyone know promptly. And remember to be gracious with those you're turning down - most industries are smaller than you think!

Making a choice between multiple job offers requires careful consideration of many factors, and it's natural to want to make the right decision for your career. While there's rarely a "perfect" choice, having a structured approach to evaluating your options this this will help you make an informed decision you can feel confident about.

If you're working with our recruitment team to find your next role, we'll help you navigate this process. We can provide detailed insights about each organisation, share our knowledge of the market, and offer a balanced perspective based on our experience of placing candidates in similar positions. We understand the nuances of different company cultures and can help you evaluate which environment might be the best fit for your career goals.

Check out our blog for more expert career advice and tips! 

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Whether we’re helping you find the perfect candidate, or you're looking for your own next career step, you can be assured, as a trusted and award-winning specialist recruitment partner operating since 2009, that we’re with you on every step of the journey.

To register a vacancy or discuss how we can help you find the perfect fit for your next permanent or temporary career step, you can find our regional contact numbers here.

For more information about our specialist team of consultants, and to read testimonials from our clients, visit our website at www.jarsolutions.co.uk.