ebr logo bar
March 2024  Volume 22, Number 3        

Your Wellness Benefits Aren't Moving the Needle on Burnout

Employee burnout has been an ongoing issue for companies, even prior to the COVID-19 pandemic. Now, nearly four years after the crisis began, professionals are still facing burnout — and employers' efforts to curb it through wellness initiatives continue to miss the mark

The Reality of Workplace Burnout

Recent surveys have underscored the pervasive burnout employees face. According to Fiverr, 85% of business leaders now acknowledge burnout's significant impact. However, despite widespread recognition from higher-ups, professionals overwhelmingly feel they lack adequate support.

This disparity highlights the central disconnect. Employers believe they provide acceptable resources, while employees maintain that benefits fall short. Evidence indicates the latter rings truer. According to the digital health platform Wellable Labs, 62% of companies currently offer employee assistance programs (EAPs) to promote mental health, 46% provide digital tools, and 43% use education. Still, these fail to address employees' needs, with 91% saying poor mental health hinders their productivity, according to a One Medical/Workplace Intelligence study.

Why Current Approaches Miss the Mark

The issue, according to one leadership development CEO, is that many companies view wellness initiatives as "required," not integral to operations. Consequently, they become HR's domain alone, fail to connect with staff meaningfully and receive only surface-level support.

More C-suite involvement is required to ingrain cultural change versus quick fixes. However, HR managers themselves demonstrate burnout warning signs, indicating they lack proper training on available resources and can't recognize employees' needs. Thus, a cyclical problem persists.

To truly target burnout in sustainable ways, the issue must become a business priority like other profit drivers. Present wellness attempts — while well-intentioned — are insufficiently scalable. Instead of additional elective benefits, investments should provide behavioral health training so staff can properly identify and manage triggers.

[return to top]





In this issue:

This Just In ... Your Wellness Benefits Aren't Moving the Needle on Burnout

2024 Benefits Trends: What Employers Need to Know

SECURE 2.0 Means Major Retirement Changes in 2024

Stricter New Rules Limit Independent Contractor Hiring

Evolve Your Benefits as Your Workforce Ages



The information presented and conclusions within are based upon our best judgment and analysis. It is not guaranteed information and does not necessarily reflect all available data. Web addresses are current at time of publication but subject to change. SmartsPro Marketing and The Insurance 411 do not engage in the solicitation, sale or management of securities or investments, nor does it make any recommendations on securities or investments. This material may not be quoted or reproduced in any form without publisher's permission. All rights reserved. ©2024 Smarts Publishing https://smartspublishing.com/ Tel. 877-762-7877.