The State of Human Connection at Work

In our first study on the state of human connection at work, we found that what differentiated the people who felt more connected from less connected was whether they worked for a manager who displayed the qualities of moral leadership. This year, we continued our research and found that moral leaders foster the cultures of meaningful connection. This is important because it is about how moral leadership is the key to human connection at scale.

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3. The Great Resignation Is not a “Freedom From” Problem – It Is a “Freedom To” Opportunity
84%

Of respondents who report their organization values human connection intend to stay at their organization for at least the next year

4. Shared Values in Action Inspire Connection

Since March 2020, how important is it to work for an organization that is aligned to my personal mission?

0
20
40
60
52%
9%
39%
More important
Less important
No difference
5. The Pause Paves the Way for a More Positive Tomorrow

Reflecting on the period since March 2020

 

  • 20
  • 40
  • 60
  • 80
  • 100%
  • 84%
  • 75%
  • 71%
Believe I will be better off in the long run because of the lessons I have learned
Believe my organization will be better off in the long run because of the lessons it has learned
Believe society will be better off in the long run because of the lessons that have been learned
6. Trust Is the Foundation for Human Connection

Since March 2020

Colleagues
trust me

32%

7%

6%

Individuals
trust
colleagues

27%

11%

61%
More
Less
Same
7. Meaningful Human Connections Correlated With Increased Productivity
60%

Report an increase in productivity if they have also developed or depended relationship that help them to produce work they’re proud of

62%

Report an increase in productivity if they have also developed or depended relationship that make starting their workday something they look forward to

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