Happy at your job? That’s great news, but according to a new study by ADP Canada, it might mean you’re one in three Canadians for whom that perception of satisfaction is hiding a reality that includes burnout and a deprioritization of your personal life.
The new survey, conducted with Maru Public Opinion, reveals that while many working Canadians report feeling engaged and satisfied in the workplace, it’s accompanied by a difficulty in setting boundaries between work and personal life.
Job Satisfaction Masking Burnout
The piece of research highlights that a considerably high percentage of surveyed Canadians indicated their work satisfaction remains relatively high, with seven in ten (67%) stating as much.
Employers can certainly take partial credit for creating an ecosystem where employees feel valued and motivated, especially after a few years of unconventional work logistics. An area to keep an eye on, however, is the result that over a third (34%) of respondents report a challenge with being able to or confident enough to set boundaries at work.
As a result, these respondents report feeling tired or overworked at work, posing concerns on a correlation between boundaries and burnout. With a third of the respondents reporting this, that’s certainly enough to warrant consideration from employers.
As companies shift towards new decisions about remote work, office presence, staff availability on digital communication platforms, it’s crucial to consider this shifting line between work and personal life when they measure and track employee effectiveness and dedication.
“As we emerge from the COVID-19 pandemic, where lines between work and our personal lives were blurred for many who worked from home, it will be important for employers to continue building a mindful and supportive work environment that provides employees with regular opportunities to discuss their priorities and encourages them to feel comfortable setting boundaries,” says Ed Yuen, Vice President, Strategy and HR Outsourcing at ADP Canada.
How Employers Can be Proactive in Promoting Employee Engagement & Wellbeing
How might we improve these statistics? According to the report, the key may lie in ensuring employees feel they have the tools, support and resources necessary to advance their careers. Making forms of evaluation clear, identifying roadmaps to advancement within the company, and finding ways to clearly acknowledge that employees are ‘on track’ could help alleviate burnout from the ‘always on’ realities of 2022 work life.
Progress is being made, and the issue is not lost in employers, with the study showing that four in ten (40%) Canadians report receiving weekly check-ins from management.
“It’s encouraging to see that employers are prioritizing weekly check-ins. Not only do check-ins help to identify potential issues early on, but they also provide employers with the opportunity to support their employees and help raise capacity or fatigue issues,” added Yuen.
It’s encouraging to see that employers are prioritizing weekly check-ins. Not only do check-ins help to identify potential issues early on, but they also provide employers with the opportunity to support their employees and help raise capacity or fatigue issues
Ed Yuen, Vice President, Strategy and HR Outsourcing at ADP Canada
Beyond check-ins, progress is also being made, the study shows. Canadian workers indicate their feedback is taken into consideration: more than half (53%) of respondents report that their goals, feedback and expectations are taken seriously by their employer in the workplace.
“Now, more than ever, employers should encourage employees to disconnect from work and set boundaries, while also providing them with the right support and resources to manage their work-life balance and achieve their career goals,” concluded Yuen.
Survey Methodology (provided by ADP)
These are some of the findings of a survey undertaken by Maru Public Opinion from September 12-13, 2022, of 748 randomly selected employed Canadian adults who are Maru Voice Canada online panelists. For comparison purposes, a probability sample of this size has an estimated margin of error (which measures sampling variability) of +/- 3.6%, 19 times out of 20. The results have been weighted by education, age, gender, and region (and in Québec, language) to match the population according to Census data which ensures the sample is representative of the entire adult population of Canada. Discrepancies in or between totals when compared to the data tables are due to rounding. The detailed tables can be found at Canadian Public Opinion Polls | Maru Group.
