We've talked a lot in recent months about the issue of workplace stress. Now, Towers Watson and the National Business Group on Health have released the 2013-2014 Staying@Work Report, based on an employer survey conducted earlier this year, which points to stress as the number one workforce risk issue (78% of respondents), above obesity and physical activity.
However, only 15% of employers identify improving the emotional/mental health (i.e., lessening the stress and anxiety) of employees as a top priority of their health and productivity programs. While 85% say they promote the EAP as a means to address stress, another Towers Watson survey of employees found that only 5% utilize the EAP. And, only 39% of employers offer "overt" forms of stress interventions, such as stress management workshops.
Another key finding of the Staying@Work survey compared to the Towers Watson Global Benefits Attitude Survey of employees was a disconnect around the causes of stress:
Employers Versus Employees:
Sources of Stress
|
Employer view |
Employee view |
|
| Lack of work/life balance (excessive workloads or long hours) |
1 |
5 |
| Inadequate staffing (lack of support, uneven workload or performance in group) |
2 |
1 |
| Technologies that expand availability during nonworking hours (e.g., mobiles, notebooks) |
3 |
10 |
| Unclear or conflicting job expectations |
4 |
3 |
| Fears about job loss; too much change |
5 |
7 |
| Lack of supervisor support, feedback and role modeling |
6 |
6 |
| Fears about benefit reduction/loss (e.g., lower value or loss of health care coverage, reduction in retirement benefits) |
7 |
9 |
| Organizational culture, including lack of teamwork, and tendency to avoid accountability and assign blame to others |
8 |
4 |
| Low pay or low increases in pay |
9 |
2 |
| Lack of technology, equipment and tools to do the job |
10 |
8 |
Source of employee data: 2013 Towers Watson Global Benefits Attitude Survey (GBAS) completed by 5,070 U.S. workers at companies with 1,000 or more employees
Note: Companies responding 3, 4 or 5 on a 5-point scale; employees choosing top three sources of stress
This makes it even harder for employers to come up with effective ways to address stress in their organizations. Helen Darling, president of the National Business Group on Health, said of this finding, "Employers need to understand their employees' stress drivers, assess their health and productivity programs in light of the findings and leverage what employees are already doing to cope with stress. Employers should improve and promote EAPs, encourage employees to take vacations, design company-sponsored physical activities and offer formal programs to effectively manage stress."
Addressing Employee Stress in Your Organization
Needless to say, we're all for promoting the EAP—it's the most cost-effective resource you have, and the easiest and fastest way for your employees to get the help they need. We also have standardized training on stress management that your account manager can tell you more about.
But, we also encourage you to dig deeper into what is causing your employee population to feel stressed, so that you can better focus on solutions to achieve measurable reductions in stress for your employees. Given the thousands of employees we assist every year, we have good insights into what is causing them stress in their personal and work lives, and can help you deploy a survey to use to assess your employees' stress, analyze the results, create a report and work with you on solutions. Again, your account manager can tell you more about our services in this area.
Given all of the data around the linkage between stress and physical and mental health, workplace productivity, not to mention retention and recruitment, this is an important organizational issue. Let us help you achieve optimal well being for your employees.
Sources:
https://www.carriermanagement.com/news/2013/11/19/115727.htm