The September 2012 issue of Inc. magazine offered a variety of statistics related to the workplace. Here are a few that I found interesting:
Inc. magazine workplace statistics
- More than two in five small business owners or managers (43%) say that they feel more stressed now than they did a year ago. This should be a scary sign for all of us, because these folks have created the only real net job growth in the U.S. during the past few years.
- Apparently, 77% of American workers are stressed about something at work. My question is: What's going on with that other 23%? Are they slackers? Zen Buddhists? Numb? Or have they given up? I don't know anybody trying to be successful who doesn't feel at least somewhat anxious and stressed. Stress is generally related to low salary (49%), lack of opportunities for advancement (43%), heavy workload (43%), unrealistic expectations from managers (40%), and long hours (39%). It seems as if you could pick any subject and half of us would be stressed about it.
- Interestingly, among Americans who listed their go-to stress relievers, watching TV came in at 64% for men, and 70% for women, while exercising came in at only 44% for men and only 42% for women — one reason why we have a growing obesity epidemic.
- Inc. 500 companies offered these employee benefits: health insurance (92%), bonus plan (85%), retirement plan/401(k) (66%), life insurance (49%), disability insurance (49%), and tuition reimbursement (25%). These are "rich numbers." I wonder if this is because these companies are so fast growing and successful that they can afford such generous benefits; or does the fact that they provide benefits allow them to attract great employees, who help grow their companies quickly? Chances are that it's a little bit of both.
- Among Inc. 500 CEOs who took a leadership quiz, 51.7% viewed themselves as creator-builders, happiest at the start of projects. Only 11.9% considered themselves to be people-movers who excelled at spotting, motivating, and nurturing talent. Think about this statistic for a minute — if the CEO is not excelling at the talent game, then who at the organization is? How can HR step into this incredible void and allow those builders-owners to expand and execute on their creative visions?
For employers and HR leaders looking for more on workplace safety and how stress affects performance, see Work Stress and Safety in the Workplace.
For ideas about benefits, wellness programs, and their impact on employee health and retention, consider Employee Wellness Programs and Their Impact.
Frequently Asked Questions
What are the main causes of workplace stress?
Common causes include low pay, limited advancement opportunities, heavy workloads, unrealistic manager expectations, and long hours.
Can offering benefits reduce employee stress and turnover?
Yes, competitive benefits such as health insurance, retirement plans, and tuition reimbursement can improve retention and reduce stress-related problems.
What can small businesses do to support stressed employees?
Small businesses can prioritize clear expectations, reasonable workloads, flexible schedules when possible, and access to wellness resources or benefits.
How can leaders improve talent development if they focus on building and creating?
Leaders can delegate mentoring and people-development responsibilities to HR or hire managers who specialize in spotting and nurturing talent to balance strengths across the organization.