HP work relationship index - techbuzzireland

HP Inc. today unveiled findings from its first HP Work Relationship Index, a comprehensive study that explores employees’ relationships with work globally. The study, which surveyed more than 15,600 respondents across various industries in 12 countries, reveals the world’s relationship with work is at a breaking point – and its effects are pervasive.

Commenting on the research, Val Gabriel, Managing Director at HP Ireland, said “There are various ways to strengthen our collective ways of working globally that are mutually beneficial for people and for business. Our new global research highlights this and indicates how people’s relationship with work can impact their personal and working lives.

For another successive quarter, Ireland has reached a new record for the highest number of people employed across the country than ever before. With this comes opportunity, as leaders we must understand there are always improvements that can be made to bridge any gaps. Successful companies are built on cultures that enable employees to excel in their careers while thriving outside of work.”

The study analysed 50+ aspects of people’s relationships with work, including the role of work in their lives, their skills, abilities, tools and workspaces, and their expectations of leadership. The study also examined the impact work has on employee well-being, productivity, engagement, and culture. Through this, HP developed its Work Relationship Index, which is a measure of the world’s relationship with work to be tracked over time. It found that just 27% of knowledge workers currently have a healthy relationship with work; more details on the Index can be found here.

Unhealthy Relationships with Work are Impacting Employees’ Well-being

In this first-of-its-kind study, HP engaged with business leaders, IT decision makers, and knowledge workers to gain insights into the factors that drive meaningful, productive, and purposeful work experiences. The findings spotlight the negative impacts an unhealthy relationship with work has on an employee’s life and an employer’s business.

When employees are not happy with their relationship with work, it takes a toll on business:

  • Morale and Engagement: Knowledge workers report less productivity (34%), more disengagement at work (39%) and greater feelings of disconnection (38%).
  • Retention: Even when employees feel neutral about their relationship with work, more than 71% consider leaving the company. When they’re not happy at all, that number rises to 91%.

Unhealthy relationships with work can impact employees’ well-being:

  • Mental: More than half (55%) of these employees struggle with their self-worth and mental health, reporting low self-esteem and feeling like they are a failure.
  • Emotional: These issues naturally affect other aspects of their lives, with 45% noting that their personal relationships with friends and family suffer, and more than half (59%) are too drained to pursue their personal passions.
  • Physical: Mental and emotional health can make it harder to maintain physical well-being. 62% of employees report trouble with maintaining healthy eating, working out and getting sufficient sleep.


Identifying the Drivers Behind a Healthy Relationship with Work

Employees’ expectations of work have changed significantly, particularly over the past two-to-three years, according to nearly 60% of respondents. 57% surveyed noted their expectations of how they are treated at work and in the workplace also have increased.

The research examined more than 50 factors contributing to a healthy relationship with work, identifying 6 core drivers that represent critical focus areas – and key imperatives – for business leaders, and comprise the Index that will be tracked over time.

  1. Fulfilment:Employees yearn for purpose, empowerment, and genuine connection to their work, but just 29% of knowledge workers currently experience these aspects consistently. To adapt to evolving workforce expectations, businesses must prioritise employee fulfilment.
  1. Leadership:New ways of working demand new leadership styles, according to 68% of business leaders; yet only 1 in 5 workers feel leaders have evolved their leadership styles accordingly.  Cultivating emotional intelligence and transparent, empathetic leadership is crucial for today’s workplace.


  1. People-centricity:Only 25% of knowledge workers consistently receive the respect and value they feel they deserve, and even fewer are experiencing the flexibility, autonomy, and work-life balance they seek. To address this, leaders must put visible emphasis on putting people first and placing their teams at the centre of decision-making.
  1. Skills:While 70% of knowledge workers value strong power and technical skills, only 31% feel consistently confident in their proficiency in either. ‘Best-practice’ businesses have an opportunity to gain a vital skills-development and employee engagement edge by investing in holistic training and support.
  1. Tools:Today’s workers want a say in the technology and tools their employer provides– and want that technology to be inclusive. However, confidence that companies will implement the right tools to support hybrid work is low, at just 25%. No longer just a utility, the technology portfolio is emerging as an important driver of employee engagement, as well as connection and enablement.


  1. Workspace:Knowledge workers want a seamless experience as they move between work locations – and a choice in where they work each day. Effective hybrid workspaces, easy transitions, flexibility, and autonomy will be pivotal in demonstrating trust in employees and fostering a positive work experience.


Trust and Emotional Connection are Key in Attracting and Retaining Workers

The Work Relationship Index shows that this is a pivotal time to redefine the world’s relationships with work. Greater trust and emotional connection in the workplace were strong and recurring themes across the 6 core drivers.

Almost 3 in 4 business leaders acknowledge that emotionally intelligent leadership is the only way a leader can be successful going forward. Significantly, the study found that emotional intelligence – and increased trust and agency – hold considerable weight with employees: 83% say they’re willing to earn less money to find an employer that values these factors.

  • Strong workplace culture: Knowledge workers would take an 11% pay cut to work somewhere with empathetic, emotionally intelligent leadership, and above-average employee engagement and fulfilment.
  • Flexibility: The same group would give up 13% of their salary to work somewhere that lets them work where or when they want.

By Jim O Brien/CEO

CEO and expert in transport and Mobile tech. A fan 20 years, mobile consultant, Nokia Mobile expert, Former Nokia/Microsoft VIP,Multiple forum tech supporter with worldwide top ranking,Working in the background on mobile technology, Weekly radio show, Featured on the RTE consumer show, Cavan TV and on TRT WORLD. Award winning Technology reviewer and blogger. Security and logisitcs Professional.

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