The CIPD considers the findings of its latest survey of more than 5,000 UK workers and provides practical guidance for organisations looking to foster “good work”.
Good work undoubtedly looks different in 2023 and has been impacted by the cost-of-living crisis, widespread discontent of public sector workers, and prevailing geopolitical tensions. A lot of uncertainty remains and employers have a growing responsibility to support their people.
Work can, and should, be a force for good. However, we know that there is more to be done in the UK to make good work accessible for everyone. While the employment rate is still relatively high in the UK (75.7%), there is a strong case to look at the quality of jobs too.
The CIPD Good Work Index (now in its sixth year) is an annual benchmark of good work, or job quality, in the UK. It measures a wide range of aspects of job quality, including employment essentials, such as contractual arrangements, the day-to-day realities of work as experienced by workers themselves, and the impacts on people’s health and wellbeing.
This report is an abridged version of the CIPD Good Work Index 2023 survey report that distils the key findings in summary form. This report also provides clear practical guidance for employers, people professionals and people managers to take forward in their organisations and to improve job quality among their staff.
Last year’s Good Work Index report explored the fallout of COVID-19’s impact on job quality and revealed that work–life balance, health and wellbeing, job security and the rising cost of living were key issues. Our evidence suggested that there was still work to be done to support career development and improve line manager capability to improve staff retention. However, the ‘great resignation’ or ‘great rethink’ had been somewhat overstated.
This year, our Good Work Index research finds that the cost-of-living crisis has catapulted concerns over financial wellbeing to the top of many people’s minds at work. Also clear is discontent among public sector workers around pay and non-pay-related issues. As well as these areas, this report shares insights from more than 5,000 UK workers’ responses and provides recommendations for practice on key issues such as:
designing jobs to create an engaged and motivated workforce.
better opportunities for career development and advancement.
the importance of work–life balance and flexible working.
the role of managers in strong interpersonal relationships and employee voice.