Are we happy at work?

Only 3 out of 10 Spanish workers with permanent contracts feel happy in their jobs. Additionally, more than 80% say they hate or dislike Mondays, and a similar percentage find their workplace stressful. Meanwhile, 6 out of 10 employees would not recommend working at their company to a friend.

These are just a few of the worrisome findings drawn from a quantitative study by professor Mireia Las Heras, the director of the IESE International Center for Work and Family (ICWF), and enumerated in a report that aims to promote excellence and values in business organizations.

The report, prepared in collaboration with the Spanish human resources company Eurofirms, evaluates employees’ opinions of their working environment. The conclusion: work is not working for the majority of employees.

Among the discouraging data: only 13% of men and 24% of women think their salary is fair, though over 70% claim to give their all to their company.

Room for improvement

Based on the variables measured in effectiveness, learning opportunities and identification, the report concludes that only 28% of the organizations in Spain are considered excellent by their own employees. In other words, just 3 out of 10 consider their company effective (in its use of resources for the good of stakeholders) while promoting learning and a positive identification with corporate goals.

Almost half (48%) of employees rate their company an intermediate score for quality, while 24% consider theirs poor. Organizations with poor ratings are failing to meet the needs of customers and/or employees, with staff feeling that what they contribute is greater than what they receive and that the firm is not contributing positively to society.

What can be done?

The study points out five keys to moving towards excellence:

1. Pay fairly. A salary indicates, among other things, to what extent a company values, respects and trusts its employees and the work they do. It is also a reflection of values.
2. Motivate and provide learning opportunities. People don’t just work for money, but also to develop their skills and resources. It’s important to generate a stimulating and participatory work environment and leadership styles that promote development.
3. Reduce stressors and promote health. Excessive working hours, reduced sleep, a lack of downtime and constant connection all have a huge cost for society, workers and the company.
4. Strengthen identification with the company’s purpose and mission. Being in tune with company decisions, policies and values increases worker commitment and motivation.
5. Contribute to society. A company’s social value is of growing importance. Younger generations want to contribute to the greater good, and this is amplified by the easy access and spread of information.

Read the details of the study at IESE Insight.