The Chartered Institute of Human Resource Management, Ghana (CIHRM), in collaboration with the HRP Consult Limited and Data Insight Group of the JOB Group Limited, is taking proactive and strategic measures to address recent employee feedback indicating negative Net Promoter Scores (NPS) in the workplace.

The 2025 overall NPS of -20 highlights a substantial level of employee dissatisfaction, indicating that the workforce has more detractor or employees who are unhappy or disengaged than promoters, who are highly satisfied and engaged. This negative sentiment suggests deep-rooted challenges in workplace culture, leadership, and employee experience.

A pervasive toxic workplace environment is a key driver of this dissatisfaction that is significantly impacting both male and female employees. While male eNPS stands at negative 12 (-12), female eNPS is even lower at negative 26 (-26). This disparity suggests that workplace toxicity may disproportionately affect female, potentially due to factors such as inequitable treatment, lack of support, or systemic biases.

 

 

Furthermore, the toxic workplace culture is deeply embedded across nearly all industries. However, Extractive sectors (including oil, gas, and mining) and Energy stand out as exceptions, where employee sentiment remains more positive. In these industries, eNPS scores indicate a healthier work environment, suggesting that factors such as industry-specific dynamics, leadership practices, or workplace conditions may contribute to a more supportive and engaging atmosphere for employees.

With 634 respondents and a high completion rate, the nationwide survey uncovers a significant gap in employee satisfaction levels across all demographics and industries, emphasizing the need to reevaluate workplace strategies. While 26% of employees report high levels of engagement and fulfillment, 46% expresses dissatisfaction, resulting from concerns related to workplace culture, leadership effectiveness, and overall job expectations.

The widespread nature of this issue underscores the need for organizations to address workplace culture, improve employee well-being, and foster a more inclusive and supportive environment. Without meaningful intervention, disengagement and dissatisfaction may continue to rise, further eroding morale, productivity, and retention rates.

Recognizing the importance of a motivated and engaged workforce, our multifaceted team and partners are committed to identifying root causes, implementing targeted interventions, and fostering a culture of continuous improvement. Addressing these concerns is essential to maintaining a motivated and engaged workforce across all industries and age groups.

“More importantly, financial security encourages employees to work harder and make strategic career decisions. However, retirement planning and savings remain more precarious.” Said Ebenezer Obeng-Nyarkoh, Lead Analyst from the Data Insight Group adding “as average retirement savings continue to decline, older employees who are traditionally expected to retire are still actively working. About 1.0% of labour force participation are aged 60 and above with gender distribution of 33% females and 67% male. This represents a notable increase of seven-tenths point from 2024.”

“Like all employees, older employees have significant challenge including career development opportunities. And while career advancement may not be the primary focus, older employees appreciate opportunities for skill development and continuous learning.” Said Mr. Leonard Quarcoopome, Managing Partner from the HRP Consult Limited.

The overall eNPS signals widespread challenge and highlights critical areas that require immediate attention to improve workplace morale, engagement, and overall employee experience. While employers have consistently prioritized employee well-being, the feedback underscores the need for tailored strategies that align with the evolving expectations and challenges of today’s workforce.

According to Mr. Quarcoopome, the traditional approaches to motivation and satisfaction may no longer be sufficient, as employees seek job security that fosters a sense of trust and psychological safety, good working relationship with manager, and actively pursue meaningful opportunities for career growth and development. Addressing these concerns requires a proactive and data-driven approach to ensure that employee motivation and satisfaction initiatives are not only comprehensive but also responsive to the shifting dynamics of the modern work environment.

Ultimately, job security is not just about retaining employees. It is about creating an environment where employees feel valued, empowered, and motivated to contribute their best. By fostering a culture of stability and trust, organizations can unlock higher levels of engagement, productivity, and long-term success.

As the workplace continues to evolve, bridging the satisfaction gap and creating a more engaged workforce will be a defining factor in organizational success. By listening to employee feedback and implementing strategic, forward-thinking solutions, businesses can turn challenges into promoters for positive change. Said Mr. Obeng-Nyarkoh

“The year 2025 presents a unique crossroads for the future of work, bringing both remarkable challenges and exciting opportunities. At the heart of this transformation lies integration of artificial intelligence (AI) in addition to employee motivation and satisfaction, that are more crucial than ever for organizational success.” Said Mr. Obeng-Nyarkoh. “At the same time, emerging trends and stronger emphasis on workplace inclusivity offer promising avenues for transformation. Companies that proactively address employee concerns while leveraging new opportunities will be better positioned to enhance satisfaction, boost productivity, and drive sustainable growth.”

As part of our ongoing commitment to fostering an inclusive and supportive workplace, our multifaceted team is implementing targeted initiatives to enhance employee experience and engagement across all industries. Through these initiatives, our partnership with CIHRM Ghana aim to transform workplace culture, enhance employee satisfaction, and improve overall NPS. By fostering an environment where employees feel valued, supported, and empowered, organizations can drive higher engagement, productivity, and long-term success.”