As a society, we are dreadful at having conversations we perceive as difficult and we are still particularly bad at talking about mental health. A stigma, that is a throwback to less well-informed times, continues to be attached to emotional and mental health challenges such as anxiety, stress, burnout, depression and despair. And yet these are all conditions which can to some extent be alleviated with support, compassion and understanding.
Merriam-Webster defines mental health as, “The condition of being sound mentally and emotionally that is characterised by the absence of mental illness and by adequate adjustment especially as reflected in feeling comfortable about oneself, positive feelings about others, and the ability to meet the demands of daily life. Also: the general condition of one's mental and emotional state”
Stress is a huge contributor to declining mental health and, in the context of work, has a direct impact on productivity, absenteeism, burnout, staff turnover and, ultimately, the bottom line. According to findings from Alight’s and Business Group on Health’s research series - 2022 Alight International Workforce and Wellbeing Mindset Study - close to three-quarters (73 per cent) of workers reported high or moderate levels of stress. While more than one-third (34 per cent) of workers reported suffering symptoms of burnout
And yet we live in times of unprecedented stress so what can employers do to make a difference? One simple answer is to listen to what these statistics - to what employees - are saying. In response to the findings, Ellen Kelsay - president and CEO of Business Group on Health - said, “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.”
Because the good news is that there are some excellent resources and wellbeing programmes available in an ever-increasing number of organisations. But our reluctance to speak openly about mental health and stress can meet that we are failing to pick up on verbal cues that indicate someone is struggling or to signpost the help that is already in place. Ms Kelsay said, “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.”
Employers have a duty of care to safeguard employee wellbeing and protect workers from factors that can exacerbate workplace stress such as bullying, harassment and discrimination. However, Alight revealed that only one in three employees said their employer cared about their wellbeing. Without an open dialogue about mental health, employees may find it difficult to acknowledge that they are feeling anxious, overwhelmed or overburdened so it can fall to team leaders and managers to identify the signs. This can be tricky as stress and anxiety are expressed differently from individual to individual.
For this reason, making employee wellbeing a priority for employers is just good common sense. As is spreading the word about help you have put in place so that your most valuable asset - your people - know they are working in an environment where they are supported and safe. Only 15 per cent of survey respondents in the US and the UK reported being aware of employer-sponsored stress-management programmes. And of those who were aware of the benefit, less than one-quarter (23 per cent) said they used it, even though 32 per cent of employees wanted their employer to offer more mental health resources.
Alight identified key areas of opportunity for companies to put the total wellbeing of their workforce first and increase 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 per cent) 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 per cent) of all workers said being able to work remotely had a positive impact on their wellbeing.
Click here to read the 2022 Alight International Workforce and Wellbeing Mindset Study in full
(Quotes via Business Wire)
As a society, we are dreadful at having conversations we perceive as difficult and we are still particularly bad at talking about mental health. A stigma, that is a throwback to less well-informed times, continues to be attached to emotional and mental health challenges such as anxiety, stress, burnout, depression and despair. And yet these are all conditions which can to some extent be alleviated with support, compassion and understanding.
Merriam-Webster defines mental health as, “The condition of being sound mentally and emotionally that is characterised by the absence of mental illness and by adequate adjustment especially as reflected in feeling comfortable about oneself, positive feelings about others, and the ability to meet the demands of daily life. Also: the general condition of one's mental and emotional state”
Stress is a huge contributor to declining mental health and, in the context of work, has a direct impact on productivity, absenteeism, burnout, staff turnover and, ultimately, the bottom line. According to findings from Alight’s and Business Group on Health’s research series - 2022 Alight International Workforce and Wellbeing Mindset Study - close to three-quarters (73 per cent) of workers reported high or moderate levels of stress. While more than one-third (34 per cent) of workers reported suffering symptoms of burnout
And yet we live in times of unprecedented stress so what can employers do to make a difference? One simple answer is to listen to what these statistics - to what employees - are saying. In response to the findings, Ellen Kelsay - president and CEO of Business Group on Health - said, “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.”
Because the good news is that there are some excellent resources and wellbeing programmes available in an ever-increasing number of organisations. But our reluctance to speak openly about mental health and stress can meet that we are failing to pick up on verbal cues that indicate someone is struggling or to signpost the help that is already in place. Ms Kelsay said, “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.”
Employers have a duty of care to safeguard employee wellbeing and protect workers from factors that can exacerbate workplace stress such as bullying, harassment and discrimination. However, Alight revealed that only one in three employees said their employer cared about their wellbeing. Without an open dialogue about mental health, employees may find it difficult to acknowledge that they are feeling anxious, overwhelmed or overburdened so it can fall to team leaders and managers to identify the signs. This can be tricky as stress and anxiety are expressed differently from individual to individual.
For this reason, making employee wellbeing a priority for employers is just good common sense. As is spreading the word about help you have put in place so that your most valuable asset - your people - know they are working in an environment where they are supported and safe. Only 15 per cent of survey respondents in the US and the UK reported being aware of employer-sponsored stress-management programmes. And of those who were aware of the benefit, less than one-quarter (23 per cent) said they used it, even though 32 per cent of employees wanted their employer to offer more mental health resources.
Alight identified key areas of opportunity for companies to put the total wellbeing of their workforce first and increase 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 per cent) 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 per cent) of all workers said being able to work remotely had a positive impact on their wellbeing.
Click here to read the 2022 Alight International Workforce and Wellbeing Mindset Study in full
(Quotes via Business Wire)