A slight improvement in the quality of life in the workplace
The renewal of the DELOITTE and CADREMPLOI survey, published in June 2017, shows a clear improvement in the quality of life in the workplace  compared to the results in 2014. This improvement can be seen at all levels in the company. Furthermore, it is even stronger for senior managers whose appreciation of the quality of life has significantly improved.
However, employees feel there has been no change in the quality of life in the workplace over the past few months. Only generation Z and senior managers have a more positive outlook and feeling of improvement. It would seem that the younger the population, the more the social climate is assessed in a positive way.
Significant reduction of stress for managers
In general, the improvement in the quality of life goes hand in hand with a significant drop in stress. Even though this reduction is considerable for senior managers, it is relatively low for directors. The study also observes differentdepending on geographic location. People living in the Greater Paris area have a higher average stress level than people living in the regions (+7%).
Sources of stress at work are multiple and diverse. However, it is important to note that 27% of people interviewed encountered difficulties coping with work overload, and 12% have to deal with non-recognition of their work by their manager and/or colleagues. Finally, for 11% of people questioned, the main source of stress comes from management and an imbalance between efforts made and rewards received.
Satisfactory work-life balance
Two-thirds of respondents are satisfied with their work-life balance. However, there are discrepancies between generations, with a ten-point gap between the satisfaction of 18-24 year olds (72%) and that of 55-64 year olds (62%), which can be explained by a redefinition of the borders between private and professional life for Generation Z.
There are twice as many 18-24 year olds who consult their non-professional emails compared to 55-64 year olds. New generations adopt more flexible work modes and tend to work outside professional hours and settings. Contrary to preconceptions, it is difficult to establish a causal link between having mobility tools and feeling over-solicited by managers.
The arrival of the Chief Happiness Officer
To contribute to well-being in the workplace, companies have seen the arrival of a new function in their organisation chart, the Chief Happiness Officer. This job title is, however, still unknown to the large majority of respondents (86%), in particular non-management. The vision for their precise role and responsibilities has not yet been clearly defined, even though almost half of respondents believe that, first and foremost, they should ensure good working conditions and re-inject some humanity into core concerns.
The survey conducted on 1,024 employees in all sectors and business categories between October and November 2016 through an online anonymous questionnaire (7 out of 10 respondents are not managers).
 Consisting of people born after 1993.
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