Dayforce Research: Taming Friction Key to Simplifying Workplace Complexity
Dayforce (NYSE: DAY) released a comprehensive research report revealing significant workplace friction challenges affecting organizational productivity. The study, surveying 6,178 workers across six countries, found that 88% of respondents experience workplace friction, while 84% faced organizational change in the past year.
The research identified four key friction areas: staffing (65% reporting coverage issues), agility (51% believing they could add more value in different roles), change management (52% noting negative efficiency impacts), and technology (69% citing too many platforms). Only 43% of organizations have structured upskilling processes, and 66% report that new technologies often reduce efficiency rather than improve it.
Dayforce (NYSE: DAY) ha pubblicato un rapporto di ricerca approfondito che mette in luce importanti sfide legate alle tensioni sul posto di lavoro che influenzano la produttività organizzativa. Lo studio, che ha coinvolto 6.178 lavoratori in sei paesi, ha rilevato che il 88% dei partecipanti sperimenta attriti sul lavoro, mentre il 84% ha affrontato cambiamenti organizzativi nell'ultimo anno.
La ricerca ha individuato quattro aree chiave di attrito: il personale (con il 65% che segnala problemi di copertura), l'agilità (51% che ritiene di poter offrire maggior valore in ruoli diversi), la gestione del cambiamento (52% che nota impatti negativi sull'efficienza) e la tecnologia (69% che cita un eccesso di piattaforme). Solo il 43% delle organizzazioni dispone di processi strutturati di aggiornamento delle competenze, e il 66% riferisce che le nuove tecnologie spesso riducono l'efficienza anziché migliorarla.
Dayforce (NYSE: DAY) publicó un informe de investigación exhaustivo que revela importantes desafíos de fricción en el lugar de trabajo que afectan la productividad organizacional. El estudio, que encuestó a 6,178 trabajadores en seis países, encontró que el 88% de los encuestados experimenta fricción laboral, mientras que el 84% enfrentó cambios organizacionales en el último año.
La investigación identificó cuatro áreas clave de fricción: personal (65% reportando problemas de cobertura), agilidad (51% que cree que podría aportar más valor en diferentes roles), gestión del cambio (52% señalando impactos negativos en la eficiencia) y tecnología (69% mencionando demasiadas plataformas). Solo el 43% de las organizaciones cuenta con procesos estructurados de mejora de habilidades, y el 66% informa que las nuevas tecnologías a menudo reducen la eficiencia en lugar de mejorarla.
Dayforce (NYSE: DAY)는 조직 생산성에 영향을 미치는 심각한 직장 내 마찰 문제를 밝히는 종합 연구 보고서를 발표했습니다. 6개국에서 6,178명의 근로자를 대상으로 한 조사에서 응답자의 88%가 직장 내 마찰을 경험했으며, 84%는 지난 1년간 조직 변화를 겪은 것으로 나타났습니다.
연구는 네 가지 주요 마찰 영역을 확인했습니다: 인력 배치(65%가 인력 부족 문제 보고), 민첩성(51%가 다른 역할에서 더 큰 가치를 제공할 수 있다고 생각), 변화 관리(52%가 효율성 저하를 경험), 기술(69%가 너무 많은 플랫폼 존재를 지적). 조직의 단 43%만이 체계적인 역량 강화 프로세스를 갖추었으며, 66%는 신기술이 효율성을 개선하기보다는 오히려 감소시키는 경우가 많다고 보고했습니다.
Dayforce (NYSE : DAY) a publié un rapport de recherche complet révélant d'importants défis liés aux frictions sur le lieu de travail qui affectent la productivité organisationnelle. L'étude, menée auprès de 6 178 travailleurs dans six pays, a révélé que 88 % des répondants rencontrent des frictions au travail, tandis que 84 % ont connu des changements organisationnels au cours de l'année écoulée.
La recherche a identifié quatre principaux domaines de friction : le personnel (65 % signalant des problèmes de couverture), l'agilité (51 % estimant pouvoir apporter plus de valeur dans différents rôles), la gestion du changement (52 % notant des impacts négatifs sur l'efficacité) et la technologie (69 % citant un trop grand nombre de plateformes). Seules 43 % des organisations disposent de processus structurés de montée en compétences, et 66 % rapportent que les nouvelles technologies réduisent souvent l'efficacité plutôt que de l'améliorer.
Dayforce (NYSE: DAY) veröffentlichte einen umfassenden Forschungsbericht, der erhebliche Herausforderungen durch Reibungen am Arbeitsplatz aufzeigt, die die Produktivität von Organisationen beeinträchtigen. Die Studie, die 6.178 Arbeitnehmer in sechs Ländern befragte, ergab, dass 88 % der Befragten Reibungen am Arbeitsplatz erleben, während 84 % im vergangenen Jahr organisatorische Veränderungen durchliefen.
Die Forschung identifizierte vier zentrale Reibungsbereiche: Personalbesetzung (65 % berichteten über Abdeckungsprobleme), Agilität (51 % glauben, in anderen Rollen mehr Wert schaffen zu können), Change Management (52 % verzeichneten negative Effizienzwirkungen) und Technologie (69 % nannten zu viele Plattformen). Nur 43 % der Organisationen verfügen über strukturierte Weiterbildungsprozesse, und 66 % berichten, dass neue Technologien oft die Effizienz verringern statt verbessern.
- None.
- 88% of respondents report workplace friction issues
- 69% of organizations struggle with excessive technology platforms
- Only 43% have structured employee upskilling processes
MINNEAPOLIS and TORONTO, July 15, 2025 (GLOBE NEWSWIRE) -- Dayforce, Inc. (NYSE: DAY; TSX: DAY), a global human capital management (HCM) leader that makes work life better, today released a report, Fighting workforce friction to power productivity, that explores types of workplace friction – staffing, agility, change, and technology - and the consequences of them. Findings show widespread organizational challenges are hurting productivity and the bottom line by keeping people from doing the work they’re meant to do.
With a majority (
"Technology disruption and a fluid operating environment are creating friction across organizations, leading to frustrated employees and wasted time and resources," said Steve Holdridge, President and Chief Operating Officer, Dayforce, Inc. "Tackling this complexity crisis requires reducing friction caused by poor communication, mismatched technology, and aligning worker skills with defined roles. For leaders, this means creating clear goals, delivering proper skills training, and equipping their people with the tools they need to do the work they’re meant to do.”
The report identified four types of friction organizations need to address:
- Staffing friction: Almost two-thirds (
65% ) of workers said that when someone calls in sick at their organization, there is often no one to cover their work. Meanwhile, middle managers say that workforce scheduling (36% ) and accurately forecasting labor needs (31% ) are among their biggest workforce planning challenges. Employing workforce planning technology can help managers by improving staffing flexibility and ensuring that schedules comply with relevant regulations. - Agility friction: Respondents were clear that in today's environment adapting and optimizing their workforce with speed is key to competitive advantage, but more than half (
51% ) said they could add more value to their organization in a different role. At the same time, only43% said their organization has a structured process of upskilling or reskilling employees. Creating defined career paths and development opportunities can improve agility and retention. - Change friction: More than half (
52% ) of respondents say that organizational changes at their company negatively impact employee efficiency and only44% say their organization is good or very good at communicating change. Prioritizing communication during change management planning can help employees navigate change and focus on important tasks. - Technology friction: More than two-thirds (
69% ) of respondents say their organization uses too many technology platforms, while nearly the same amount (66% ) at least slightly agree that adopting new technologies at work often reduce efficiency instead of improving it. Reducing complexity with fewer platforms and modern technology can make adoption smoother and get people back to focusing on high-value tasks.
Additional Information
- Download the report: Fighting workforce friction to power productivity
- Read the blog: Growth beyond grind: What new Dayforce research reveals about workplace friction
Survey Methodology
Hanover Research conducted the organizational friction survey from Dayforce online from April 14 to May 1, 2025. The study included 6,178 respondents aged 18+ who work at companies with at least 100 employees across Australia, Canada, Germany, New Zealand, the United Kingdom, and the United States.
Our Organizational Friction Index was calculated based on respondents' answers to nine questions about organizational changes, organizational complexity, and technological complexity. Each respondent was assigned an Organizational Friction Score, and the Index was created by designating those scores as low, medium, or high friction.
About Dayforce
Dayforce makes work life better. Everything we do as a global leader in HCM technology is focused on enabling thousands of customers and millions of employees around the world do the work they're meant to do. With our single AI-powered people platform for HR, Pay, Time, Talent, and Analytics, organizations of all sizes and industries are benefiting from simplicity at scale with Dayforce to help unlock their full workforce potential, operate with confidence, and realize quantifiable value. To learn more, visit dayforce.com.
Media Contact
Nick de Pass
nick.depass@dayforce.com
(226) 972-5962
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