{"id":3528,"date":"2020-07-21T09:46:19","date_gmt":"2020-07-21T09:46:19","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=3528"},"modified":"2020-07-21T09:46:19","modified_gmt":"2020-07-21T09:46:19","slug":"inpulse-surveyed-over-11000-employees-in-may-2020-here-are-the-results","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/inpulse-surveyed-over-11000-employees-in-may-2020-here-are-the-results","title":{"rendered":"Inpulse Surveyed Over 11,000 Employees in May 2020: Here Are the Results"},"content":{"rendered":"

News release<\/span><\/p>\n

UK employee anxiety levels increased by 240% in one year, according to research<\/b><\/span><\/p>\n

Anxiety in employees has rocketed over the last year, <\/span>according to employee engagement and survey experts,\u00a0Inpulse<\/span><\/a><\/span>.<\/span> The research, which includes views of 3,441<\/span>1<\/sup><\/span>\u00a0UK employees, shows that Anxiety is the most dominant negative emotion at work and has risen 240% over the same period as last year – up from 5% to 17%. Stress is another high negative emotion for employees, at 11%, while Isolation rates stands at 7%.<\/span><\/p>\n

An emotion becomes dominant and will be felt and experienced in the organisation if it rises above 10% <\/span>according to Inpulse, as it impacts on an employer\u2019s atmosphere and culture. <\/span><\/p>\n

The survey took into account 11,000 employees internationally. Stress and Isolation show at 10% and 7%, but anxiety shows at 12%, somewhat lower than the UK.<\/span><\/p>\n

Matt Stephens, CEO and Founder of Inpulse and\u00a0author<\/span><\/a>\u00a0of The Engagement Revolution, explained: \u201cExtreme negative emotions are being driven by fears of job security (24%) and high workload (16%) and it simply is not sustainable for individuals to feel this for long periods of time.<\/span><\/p>\n

\u201cWith so many people working from home, it has been harder to separate work life and personal life \u2013 for many of us the two have become intertwined. Therefore, as employers we need to go beyond only caring for employees\u2019 \u2018work self\u2019 and start to care for the whole being.\u201d<\/span><\/p>\n

Employers can take positive action to support their people with the issues of Anxiety, Stress and Isolation:<\/span><\/p>\n

Anxiety:<\/span><\/p>\n

The pandemic has highlighted fragility and vulnerability in people, with many losing their sense of safety. Employers can help their employees by being aware of the issue, \u2018bringing it to the table\u2019 so it is not a taboo subject and ensuring all communications are sensitive to the situation. Managers should be able to talk about Anxiety with their teams, signposting individuals to gain further support.<\/span><\/p>\n

Stress:\u00a0<\/span><\/p>\n

Workplace stress has predominantly been driven by workload and a blurred work\/life balance. With many people now working from home, they are also undertaking caring responsibilities – childcare, home-schooling or caring for vulnerable or elderly family members. Employers can ease the pressures, perhaps by providing flexible working hours and agile working. This sounds simple in principle but does require a shift in expectations and clear communications, including through line management. For example, people in an always-on environment feel pressure if they get an email at 10pm, so communicating that it doesn\u2019t need a response till the morning is a welcomed courtesy. Equally, if childcare is an issue for employees, a central hub or designated communication channel to access resources, share advice and problem-solve together builds community and encourages collaboration.<\/span><\/p>\n

Isolation:<\/span><\/p>\n