Continuing our series on understanding and addressing the growing dissatisfaction in today’s workforce. I’m peeling back another layer of the complex challenges that businesses and employees face. Today, let’s talk about the hidden struggle of unmet expectations subtly weakening the fabric of modern workplaces.
The Complexity of Employee Needs
Ramesh, a project manager at a reputed tech company is a classic case study. Initially, he was ecstatic about landing a job with one of his dream companies. He’d start his day with great enthusiasm, ever ready to take on new challenges. But lately, his enthusiasm has waned, replaced by a nagging feeling of dissatisfaction.
You’d think it’s the story of every employee, but let’s understand what’s really going wrong and where:
Here’s what Ramesh’s life looks like from the societal lens:
- Prestigious MBA degree—check. ✅
- Track record of successful projects—check. ✅
- Job in dream company—check. ✅
- Lucrative pay that covers all his needs and wants including luxurious holidays—check. ✅
Yet, Ramesh feels increasingly disconnected.
Why, despite “having it all,” does such a gap exist between his expectations and reality?
Dissecting the discontent
Now, let’s trace his journey through the timeless Maslow’s hierarchy of needs:
- At the lowest level are basic physiological requirements—food, water, air, and rest. All else builds upon this foundations. Professionally, these translate into job security and the ability to create wealth through one’s career. Without this stable foundation, it’s challenging for employees to focus on higher-level needs.
- Talking about safety and security, despite the financial rewards, the threat of layoffs, and the relentless pace of change in the tech industry chip away at Ramesh’s sense of job security. And right here is where the crack begins to appear.
- The next level includes psychological needs—love, belonging, and esteem. These are crucial for employees to feel appreciated, experience positive emotions at work, and to be able to bring their authentic selves to work. When an organization meets these needs, employees are more likely to engage and commit to the organization.
- While Ramesh collaborates with teams and participates in company events, he still feels like an outsider within the corporate culture. Why? Is it because the company’s stated values don’t match the reality he experiences daily, or is it the superficial nature of these interactions that fail to foster real connections? Ramesh also feels undervalued by upper management. The recognition, often shallow and fleeting, fails to translate into a genuine appreciation for his deep commitment and hard work.
- Self-actualization, sits at the top of the pyramid and involves employees feeling alive, using their passions and strengths, being fully engaged, and exceeding expectations through innovation. It also includes aspects like the flexibility to work from anywhere, aligning with modern desires for autonomy and personalized work experiences.
- Self-Actualization, remains the most elusive. Ramesh longs to leverage his skills in more meaningful ways, to innovate and lead transformative projects. However, rigid corporate structures, a lack of alignment of personal and organizational goals, and a narrow focus on short-term results stifle his creativity and personal growth.
While Ramesh’s basic physiological needs meet the criteria, the higher levels clearly reveal significant gaps.
The Real Challenge of Unmet Expectations is Beyond Numbers
Most companies are sailing with outdated maps. In the complex ecosystem of today’s workplace, organizations often navigate by the stars of measurable metrics.
And most of them often fail to fully grasp the metrics that truly influence their bottom lines.
Why?
Peter Drucker famously stated,
“You can’t manage what you can’t measure”
– a principle that has anchored many business strategies.
Yet, an obsession with quantifiable metrics alone can sometimes steer a company off course, echoing W. Edwards Deming’s warning:
“It is wrong to suppose that if you can’t measure it, you can’t manage it – a costly myth.”
Traditional metrics focused on measurable outcomes, fail to capture the nuanced aspects of employee experience.
Ramesh’s challenges at work—his sense of insecurity, lack of belonging, underappreciation, and stifled creativity—are not easily quantified. Yet, they’re real problems affecting employee morale and engagement.
Organizations must realize they cannot quantify every metric that hurts business bottom lines; they need to look beyond the numbers at the very core of human needs and desires.
Global Shifts are Compounding the Disconnect
While the Maslow framework gives us an insight into what employees need, recent global shifts have made the fulfillment of these needs more complex and tumultuous:
- COVID-19: The pandemic drastically changed the concept of workplace stability and security, triggering uncertainties about the future of office-centric roles and highlighting the need for psychological safety and remote work capabilities.
- The Great Resignation: This phenomenon reflected a broader dissatisfaction across the workforce, where employees, en masse, opted to leave stable jobs rather than continue in an environment detrimental to their happiness and health.
- Hybrid Work Models and the Gig Economy redefine what flexibility and job security look like, offering freedom but also new challenges, creating uncertainty about long-term career prospects.
- A Multigenerational Workforce requires navigating diverse expectations and values, which can lead to misalignments in meeting employee needs. Different age groups have varying expectations and values, complicating the task of creating universally satisfying workplace policies.
Each of these factors has contributed to a state of flux within the workforce, challenging organizations to adapt swiftly and thoughtfully.
Any wonder then that Gallup studies reveal a staggering 85% of employees are not engaged at work? While economists are still debating on whether or not the “Great Resignation” has finally ended, we cannot be sure if “The Big Stay” signifies that companies are finally getting the EX (Employee Experiences) right or if economic instability is a silent contributor.
As we reflect on these insights, the critical question is: how well has the workforce adjusted to these tumultuous shifts?
The Resulting Impact
The repercussions of unmet expectations stretch far and wide, subtly undermining both personal well-being and organizational health.
- Stress and Burnout: When basic employment needs are not met, stress becomes a constant companion, leading to burnout. And burnout is known to affect physical and mental health, reducing workplace productivity.
- Decreased Productivity and Engagement: Employees who do not see their needs being met are less likely to invest their full potential in their roles. Reduced effort = lower output. Gallup reports show that disengaged employees cost companies 34% of their salary in lost productivity.
- Attrition: Ongoing dissatisfaction is pushing more employees to exit, searching for environments that better align with their aspirations for recognition, belonging, and personal growth.
The repercussions are a stark reminder of the importance of aligning workplace realities with employee needs.
Bridging the Gap Between Old Expectations and New Realities
I’ve come to see that real change requires a deep, empathetic understanding of these unmet expectations. We need to look beyond the numbers and listen to the stories and experiences of our employees.
Dissecting these layered challenges, it’s clear that traditional management metrics and practices are insufficient for addressing the evolving needs of the workforce. The disconnect between what is expected and the new workplace reality calls for a dynamic response from both organizations and their employees.
Despite the prevalent belief in metrics, we must acknowledge that not every crucial aspect of business and employee management is quantifiable. The essence of effective management in today’s dynamic environment lies in recognizing and nurturing the less tangible elements of workplace culture and employee engagement.
As we continue this series, our next entry will examine the specific catalysts that have led us to this critical juncture. We’ll explore the hangover from machine-oriented workplaces that continue to hold people back. Together, we’ll uncover forward-thinking strategies to realign employee expectations with modern workspaces and shape the future of organizations.
Stay tuned as we continue to unravel workplace evolution, seeking solutions that not only address the symptoms but also get to the heart of creating a satisfied and productive workforce.
Join the conversation. Let’s rethink our approach and strive for a workplace where everyone can proudly say, “I am happy and fulfilled.”
Let’s continue to bridge the gap between expectation and reality.