Survey reveals deep schisms between HR Managers and employees in NZ

The observations of new research have revealed a disturbing disconnection between HR and employees in New Zealand pertaining to the success of their company’s wellbeing initiatives. According to the recently released Skills Consulting Group Work Wellbeing Index, which surveyed over 1600 HR leaders and employees, HR leaders hold rosier views about the well-being performance of the companies than the other employees. It. The study found that 79 % of HR leaders are rooted in the belief of their company’s outstanding performance compared to 62% of employees who believed the same.

The schism is even bigger when it comes to providing genuine care and facilities. 80% of HR managers have a firm view that the employer genuinely cares about their well being; however, only 60% of the employees believed so. There are stark contrasts in the belief systems of HR Managers and employees in relation to subjects such as welfare structures for employee protection.

Jane Kennelly, GM of Well Being at Skills Consulting Group said that the HR leaders have often been noticed to be in favour of the business companies rather than the employees. She also added that one of the after-effects of the COVID-19 pandemic was the emphasis put on the importance of workplace culture and open space of dialogues and discussions between business leaders and employees.

“The results of our surveys show that this perception does exist, but it means there is a fantastic place for HR practitioners to start to influence and actually move the dial quite quickly,” she said. 

She believes that HR has the power to initiate and encourage greater functions and programmes on the well-being of employees. Now, HR leaders possess sophisticated diagnostic tools, enabling them to mark where problems and dissensions are likely to arise and how to implement preventative strategies.

Kennelly said adopting a personalised approach is important to make genuine wellbeing measures. It shouldn’t be viewed as a one-size-fits-all approach. She is confident the pandemic will contribute to creating a better work/life balance and a growing awareness of an employer’s responsibility to take care of its employees.