Future Forum’s latest report, which surveyed more than 10,000 workers during August, found that overall work satisfaction scores dropped 15% for executives, who also reported work-life balance scores that were 20% worse and work-related stress and anxiety scores that were 40% higher....gettyFor months, the pandemic has driven an upswing in burnout among workers, focused attention on employees’ mental health concerns and fueled a wave of departures known as the Great Resignation, most noticeably on the front lines.
But the latest quarterly survey released Thursday from Future Forum, a consortium backed by the messaging platform Slack, finds that now, even senior executives’ sentiments about their jobs are declining—and it appears to be prompting them to fall back on old norms about where and when people work.
Future Forum’s latest report, which surveyed more than 10,000 workers during August, found that overall work satisfaction scores dropped 15% for executives, who also reported work-life balance scores that were 20% worse and work-related stress and anxiety scores that were 40% higher. While the sentiment and experience scores for executives dropped precipitously—particularly among those who work for large companies—those for non-executives remained flat or rose slightly, the report said.
While that might elicit little pity from employees who’ve felt overworked and underpaid over the past two years—and who are also worried about the economic slowdown—the added economic stress for executives can have an impact on the people who work for them, says Slack’s Brian Elliott, the executive leader for Future Forum.
“On top of that set of changes and challenges [from the pandemic], you’re facing a lot of economic pressures too,” says Elliott. “That kind of stress is leading people to go back to what’s familiar and comfortable for them. Executives are saying things like ‘I need my finger on the pulse of the organization’”—otherwise known as monitoring people in the office. “This is the first time we’re seeing this kind of jump and increase in stress in executives.”
Elliott says that whenever he talks to senior leaders—Future Forum does research but also convenes executives to swap ideas—the issues of productivity and culture come up as concerns. But the new data suggests employees work more productively if they have flexibility—and that concerns about culture erosion may be overblown.
Future Forum’s report—released by Slack, which makes tools it hopes will serve as a “digital HQ” for hybrid workers—found that workers who have full flexibility with their schedules say they are 29% more productive and 53% more able to focus than those who have no schedule flexibility.
Meanwhile, remote and hybrid workers were 52% more likely to say company culture has improved over the past two years, compared with those who work onsite daily, even though 25% of executives said “team culture is negatively impacted” by not being together in the office.
“I get why the stress is there on executives, but it’s driving a set of behaviors that are actually contrary to what they want to accomplish,” Elliott says. The report, for instance, also found that 60% of executives surveyed said they are designing policies with little direct input from employees.
He says that could lead organizations to be less competitive when it comes to recruiting talented employees. “If, as a senior leadership team, you’re still basing most of your decisions on the discussions that are happening at this level and not really getting in and understanding it,” Elliott says, “then you’re at risk of going backwards.”
I am a Senior Editor at Forbes, leading our coverage of the workplace, careers and leadership issues. Before joining Forbes, I wrote for the Washington Post for more than a decade covering
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