Close to three-quarters (73%) of workers reported high levels of stress due to such factors as the ongoing pandemic, economic concerns, and social unrest, according to findings from Alight and Business Group.
Additionally, more than one-third (34%) of workers reported suffering symptoms of burnout, while only one in three employees said their employer cared about their wellbeing.
However, just 15 percent of employees in the United States and the United Kingdom reported being aware of employer-sponsored stress-management programmes. And of those who were aware of the benefit, less than one-quarter (23%) said they used it, even though 32 percent of employees wanted their employer to offer more mental health resources.
“These sentiments demonstrate a disconnect in employees’ views of their workplace wellbeing benefits, as large employers have continued to make significant investments in workforce wellbeing benefits and programmes,” said Ellen Kelsay, president and CEO of Business Group on Health.
Three key areas of opportunity
The survey findings identified key areas of opportunity for companies in prioritising the total wellbeing of their workforce and increasing employee awareness and adoption of available wellbeing programmes. These include:
- Building awareness of available mental health programmes. Creating engaging and personalised programmes through a combination of technology, navigation and communication can boost employee awareness of available and accessible resources.
- Supporting long-term financial goals and understanding short-term demands. Long-term financial planning remains a challenge for many employees, who need assistance with reducing debt levels, sticking to a budget, saving for more immediate financial needs and having longer-term savings goals. Balanced financial wellbeing programmes that provide smart steps for employees to take today can help boost overall financial wellbeing and reduce one of life’s major stressors.
- Providing balance and flexibility. The pandemic demonstrated that workers value flexibility and, for those who can, being able to work remotely at least some of the time. More than half of employees (54%) said a flexible work environment differentiated one employer from another, creating an opportunity for employers to set themselves apart from peers. Additionally, more than half (59%) of all workers said being able to work remotely had a positive impact on their wellbeing.
“Employers can use this valuable survey data to refine how employees learn about and experience wellbeing initiatives, as well as how to better meet the specific needs of employees,” said Kelsay of Business Group on Health. “Many employers have invested considerably in wellbeing resources in recent years, and a key takeaway from these findings is that there is more they can do to ensure employees are aware of and utilising those offerings.”
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
