Today’s employee-organization relationship lies at the heart of the employee experience of work

Research has found that a high-quality employee-organization relationship

  • Boosts engagement

  • Mitigates burnout

  • Decreases employee turnover

Trends and Insights

  • Employee Engagement

    Engagement reflects one’s alignment with organizational goals and a feeling of contribution and commitment. Today’s experience of engagement is characterized by alignment with and contribution to an organization's goals, high levels of satisfaction in their work, and a sense of autonomy and empowerment that facilitates success. An engaged workforce experiences lower levels of burnout and turnover, demonstrating the critical role of engagement in sustaining organizational health and employee well-being.

  • Quiet Quitting

    "Quiet quitting," a term reflecting employees' disengagement and minimal effort at work, which emerges from a mix of factors including toxic workplace cultures, poor leadership, and feeling undervalued. This phenomenon— popularized by social media—is not new. It represents a coping strategy for stress, burnout, and unaddressed workplace grievances, highlighting a critical need for organizations to reassess their engagement and recognition strategies.

  • Burnout

    The primary factors contributing to employee burnout include mental, emotional, and physical exhaustion stemming from inadequate support, unmet promises, unrealistic demands, and persistent overwork. This environment fosters a chronic state of fatigue, stress, and a deep-seated sense of frustration and exhaustion, ultimately leading employees to a point where they no longer care about or commit to their work or the organization's success.

  • Employee-Organization Relationships

    High-quality employee-organization relationships foster a culture of trust and open communication, making it easier for organizations to navigate change. Employees who trust their employers are more open to changes, bolstering the organization's resilience. However, the contemporary work environment has become transactional in nature, reducing the quality of the employee-organization relationships making it difficult to foster connections and support networks.

Research Results

The research examined the range of employee experiences in today’s work environment, ranging from high engagement and motivation to burnout. Understanding where employees are operating on this spectrum is crucial, as it reflects their overall well-being, individual performance, and turnover.

The findings identified a key component of the employee experience is the relationship between employees and organizations.  The quality of the employee-organization relationship (EOR) is pivotal for:

  1. Enhancing Employee Engagement: A high quality EOR boosts engagement, fostering greater motivation and commitment. This leads to improved well-being and performance.

  2. Preventing Burnout: A strong connection between the employee and the organization acts as a buffer against stress; enhancing sustainability and promoting well-being.

  3. Reducing Turnover: When the quality of the EOR is high; employees feel valued and supported, diminishing turnover intent. This stability is key to reducing the costly impacts of high employee turnover.

Ongoing research underscores the importance of high-quality Employee-Organization Relationships in creating a productive and positive work environment. Could your organization's challenges be linked to weak employee-organization relationships?