86% of Indian Employees Struggle at Work: Gallup's 2024 Report

A Double-Edged Sword of Belonging and Struggle

Gallup Global Workplace Report 2024 reveals a fascinating contradiction. On one hand, an impressive 86% of Indian employees report feeling a strong sense of belonging in their workplace, surpassing global averages and highlighting a unique cultural trait in the Indian corporate environment. This sense of belonging is largely attributed to alignment with organisational values and strong interpersonal relationships within the workplace. For instance, 91% of employees value opportunities for skill development and career progression, while 41% prioritise friendships made at work​.

However, this sense of belonging does not translate into overall well-being. Only 21% of Indian employees feel genuinely wanted in their workplaces, which is significantly lower compared to countries like Denmark, where 39% of employees feel wanted. This gap points to a critical area where Indian employers need to focus their efforts​.

The Mental Health Crisis

The report underscores a concerning trend of deteriorating mental health among Indian employees. A substantial 31% reported experiencing worse mental health, including anxiety and depression, with 28% considering job changes due to negative workplace emotions. These figures highlight the urgent need for robust mental health support and employee well-being initiatives​​.

The Role of Flexibility and Autonomy

In 2024, the evolving expectations of employees and the integration of flexibility and autonomy into workplace practices are critical. Companies that embrace "radical flexibility" — empowering employees to manage their schedules and workloads — are better positioned to enhance productivity and reduce burnout. This approach involves integrating systems for scheduling, project management, and workforce analytics to create a supportive environment that values employee autonomy​.

Moving Forward: Recommendations for Employers

To address these challenges, Indian organisations must prioritise creating inclusive and supportive work environments. This includes:

Enhancing Communication and Inclusivity:

• Regular Feedback Mechanisms: Implement bi-weekly or monthly feedback sessions where employees can voice their concerns and suggestions. Use anonymous surveys to ensure honesty.
• Open-Door Policy: Encourage an open-door policy where employees feel comfortable approaching their managers with issues without fear of retribution.
• Diversity Training: Conduct regular diversity and inclusion training sessions to foster a culture of acceptance and respect.

Supporting Mental Health:

• Employee Assistance Programs (EAPs): Offer access to EAPs that provide confidential counseling and support for personal and work-related issues.
• Mental Health Days: Introduce dedicated mental health days where employees can take time off to focus on their well-being without using their regular leave.
• On-site Wellness Resources: Provide on-site wellness resources such as meditation rooms, gyms, or relaxation spaces to help employees manage stress during the workday​​.

Fostering a Positive Work Culture:

• Recognition Programs: Establish formal recognition programs to celebrate employees' achievements and contributions. This could include monthly awards, public acknowledgment, or incentives like gift cards or extra leave.
• Team Building Activities: Organise regular team-building activities to strengthen interpersonal relationships and improve collaboration. These could range from team lunches to off-site retreats.
• Value Alignment: Ensure that the company’s values are clearly communicated and consistently reinforced through leadership behavior and company policies. Encourage employees to participate in shaping these values​​.

Encouraging Flexibility:

• Flexible Work Hours: Allow employees to choose their work hours within a specified range to better accommodate personal responsibilities.
• Remote Work Options: Offer remote work options where feasible to provide employees with the flexibility to work from a location that suits them best.
• Autonomous Project Management: Implement project management tools that enable employees to self-manage their tasks and schedules, promoting a sense of control and ownership over their work​.

In conclusion, while the high sense of belonging among Indian employees is commendable, it is crucial to address the significant mental health and engagement challenges revealed by the Gallup Global Workplace Report 2024. By prioritising employee well-being and fostering a supportive, inclusive work culture, Indian organisations can unlock the full potential of their workforce and navigate the complexities of the modern workplace.