Course Name: Fundamentals of Senior Management
Student ID: B01666567
Course Tutor: Dr. Narayan Bhattarai
Essay Writing
“Health Factors that have led to the organization being a successful one or
not.”
Deloitte's expertise consists of a broad range of expertise in areas like digital technology,
procurement, financial advice, supply chain management, project management, and logistics
with a global presence in more than 150 countries. The health factor of employees is always an
important factor in the success and failure and failure of every organization and the same is the
scenario with Deloitte’s organization. Deloitte’s focus is on the improvement of the well-being
of its employees and for this sake, Deloitte has conducted research with an independent research
firm Workplace Intelligence to survey 3,150 C-suite executives, managers, and employees across
4 countries United Kingdom, USA, Australia, and Canada.
Deloitte has faced challenges due to the well-being issues of its employees on the different
managerial levels of their organizations, even C-suite executives were unaware of their poor
employee's performances due to the suffering from well-being issues. Employees failed to
perform at their potential level and the C-suite executives were not considering their issues as a
result Deloitte's performance was not up to the mark. According to last year's survey findings, it
can be seen that less than two-thirds of Deloitte workers show satisfaction that they are
physically and mentally well-being at their workplace. It is also noticed that the employee's wellbeing remains the same or even worsens in some employee cases this year.
During the survey, it was found that half of the workers continuously and frequently feel
exhausted, stressed, lonely, irritable, depressed, and angry and these issues are not confined to
the employees' levels, but these issues also exist in the Top management level as well. In this
survey, they also found out that more than 80% of employees show their interest in improving
their well-being as their most important priority this year instead of any other priority in their
profession. The current staff of Deloitte is facing several health issues in the form of stressful
work, heavy workload, and long working hours which cause a disturbance in the well-being of
employees and they fail to perform according to the required potential that exists in them.
Due to these health suffering issues, employees are demotivated at their work because of the lack
of concentration. They are aggressive, exhausted, lazy, and mentally disturbed as well because of
their inner health issues. These employees don’t feel fresh and their thinking capability is also
confined due to the lack of concentration and focus on their tasks at their workplace. So when
employees are facing these several issues it is expected that the overall performance of Deloitte
also not be up to the mark as well. As the employee's performance declined as a result the
organizational performance also declined as a whole. During this survey, it was easily identified
that employees who are suffering from these issues at their workplace claimed that; these health
issues are the main obstacles to their well-being at their workplace. Due to these obstacles,
employees do not have any kind of positive vibe toward their jobs such as passion, enthusiasm,
energetic attitude towards work, team management, high motivation, and the employee turnover
ratio is expected high. It was also found that as compared to employee level (60%); managers
(64%) and C-suite executive management (75%) were more willing to quit their jobs for the sake
of their well-being. In the past, the Management was not aware of the health conditions of their
employees, managers, and C-suite executives as well and their employees were dealing with
these issues on their behalf. Management has not shown a keen interest in these issues because of
their high focus on the revenue of Deloitte as compared to the employee's health and satisfaction.
Before this survey, they were just focused on the employee’s output and were ignoring the
realistic issues of the employees they were facing at their workplace they had a negative mindset
towards their jobs, and they were highly willing to quit their jobs because of the stressful work,
long working hours had disturbed their private life as well.
Deloitte's policy for employees' well-being is not effective, the reason is the top management
failed to create a direct relationship with employees which not only harmed the top management
towards their employees but also showed the careless behavior of the organization towards their
employees as well. Employees felt that management was not owing them. Due to these factors,
employees and management had a weak bonding relationship with them, employee turnover rate
is still high; employees, managers, and C-suite members are willing to quit their job as well.
When the employee retention rate is low and management is not keenly interested in the
retention of employees as a result the overall performance of the organization is not up to the
mark. Deloitte is investing its capital in new employee hiring and also outlined a health strategy
for their employee's safety but it is more focused on sick leaves, maternity leaves, annual leaves,
etc. They are still neglecting the well-being factor of their employees, they are offering high
salaries, incentives, and bonuses to their employees but they are not focusing on the main health
issues that cause discomfort, un-balanced lifestyle, burnout, and an unhealthy working
environment which is the constant reason of ineffective performance and high turnover rate of
employees in the organization as well. During the survey, they found out that 8 out of 10
respondents are struggling to improve their well-being at their workplace which shows how
pressure and unhealthy working environment employees are facing at Deloitte workplace and
this is the main reason employees are more willing to quit their job to maintain their mental and
physical health stable.
Employees feel that C-suite executives and managers have failed to enhance a positive
relationship with them, they are just claiming that they will start focusing on the well-being of
their employees, but they are not serious about this. During this survey, 85% of C-suite
executives are willing to look after the well-being of their employees, on the other hand, 78% of
C-suite members should step down from their positions if they are not fully authorized and are
not able to maintain the well-being of their employees as well. Also, executive bonuses should
be linked with effective measures taken for the well-being of the employees. Employees have
trust issues with their management and there is a strong reason for employees to not have a trust
factor in their employees because of the unconcerned attitude toward employees' well-being
issue. Deloitte has huge resources in terms of investment, human resources, and Technology they
are earning Billions of £ but they have still failed to provide a healthy, comfortable, and
supportive working environment to their employees. They are not focusing on the ground
realities that influence the employee's behavior positively and negatively as well.
The employee's behavior towards their job performances is directly linked to the well-being of
employees, if employees are mentally relaxed and they are not facing any kind of stress, anxiety,
or demotivation at their job they will perform effectively and efficiently due to the positive
behavior existence during their job. They will perform energetically, smartly, and also with
highly motivated behavior which will bring positive outcomes to the organization. The main
health issues are highlighted above, apart from these health issues which cause obstacles or
resistance to the well-being of employees Deloitte's annual revenue is huge but the main key
factor that is missing and an alarming factor for Deloitte is employee retention which they are
still failed to maintain due to the lack of concentration on this issue. The employee turnover ratio
reflects the organization's behavior towards its employees and employees are more focused on
not sacrificing their comfort, peace of mind, and well-being as compared to suffering from stress,
burnout, exhaustion, stress workload, and long working hours so when they get a better
opportunity they don’t take time to switch their job. In the Deloitte case study, the employee
turnover rate is very high, and human management staff on every level which reflects the
working environment analysis that employees are not satisfied with the working environment of
the Deloitte organization.
The summary of the Deloitte organization is very clear, it is a global brand and exists in more
than 150 countries with a labor force of multiple thousands of employees Deloitte has failed to
maintain a balanced, healthy, and supportive working environment, especially for its employees.
The employee turnover ratio of Deloitte is very high on all the management levels of the
organization, Deloitte has failed to ensure the well-being of their employees and the root cause of
this failure is that C-suite executives and managers have failed to build a direct relationship with
their employees. Employees have a perception that managers can make sure the well-being of
their staff but they are not successful enough currently. Deloitte's performance is at a point where
they can start experiencing failure or poor performance due to the ignorant policy toward the
well-being of their employees. A high Employee turnover ratio is a threatening factor and it will
be more threatening in the future if management will not consider this issue seriously.
Reference:
https://www2.deloitte.com/xe/en/insights/topics/talent/workplace-well-being-research.html
https://www2.deloitte.com/uk/en/pages/press-releases/articles/deloitte-uk-reports-2022-financialresults.html
https://www2.deloitte.com/uk/en/pages/press-releases/articles/deloitte-uk-reports-2023-financialresults.html
https://www.prnewswire.com/news-releases/new-deloitte-research-reveals-employee-well-beingworsening-at-some-companies-uncovering-a-pressing-need-for-greater-organizationalaccountability-and-transparency-301856326.html