Infographic: Workforce Stress Survey - The Employer/Employee Disconnect

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This infographic depicts insights from the Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey™. Employers and employees agree that workforce stress is an issue, but they …

This infographic depicts insights from the Towers Watson/National Business Group on Health 2013/2014 Staying@Work Survey™. Employers and employees agree that workforce stress is an issue, but they disconnect on its causes.

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  • 1. Workforce Stress The Employer/Employee Disconnect Insights From the Towers Watson/National Business Group on Health TM 2013/2014 Staying@Work Survey Employers Rank Stress as Top Workforce Risk 78% 75% 73% 57% 32% Stress Obesity Lack of physical activity Poor nutrition Tobacco use 15% Yet only 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. Stress Disconnect and Consequences Top 3 causes of workforce stress Employer says Employee says 1. Lack of work/life balance 1. Inadequate staffing 2. Inadequate staffing 2. Low pay/pay increases 3. Expanded technology 3. Unclear job expectations The disconnect potentially risks employers diverting precious time and resources to fixing the wrong problems, alienating employees and suffering the business consequences of increased absence, presenteeism and unwanted turnover. Employer view Employee view Disconnect Lack of work/life balance (excessive w  orkloads and/or long hours) Technologies that expand availability during nonworking hours (e.g., mobiles, notebooks) Organizational culture, including lack of teamwork, tendency to avoid accountability and assign blame to others Low pay (or low increases in pay) 1 #3 #8 #9 # 5 #10 #4 #2 # 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 extent scale; employees choosing top three sources of stress. Solutions Establishing a Workplace Culture That Proactively Manages Stress Employees turn to solutions outside the workplace 47% 42% choose leisure/ entertainment activities. choose social support. 39% choose physical activities. Employers take steps to manage workforce stress 85% 61% promote their EAP as a stress management tool ( ( 5% and only of employees use it to help them cope. provide access to financial planning information services. 51% provide flexible working options. Take Action: Effective Steps to Reduce Workforce Stress all levels — including managers — 1 Ensure recognize of leadership stress in their employees. know how to and manage 2 Understand your employees’ stress drivers. to 3 Listen to employees youfind out how they are coping with stress and how can help. and 4 Reviewof theadjust the company’s health and workforce programs in light findings: •Offer stress relief support that covers acute episodes, and more sustained • long-term solutions for chronic conditions that can lead to health issues and burnout. •Encourage employees to take their full vacation time. • •Offer physical/exercise activities. • •Provide formal stress/resilience management programs. • employee value proposition that have a positive 5 Evaluate areas of the stress; these can include rewards, leadership and or negative impact on culture, and have a dramatic affect on engagement. For more findings and commentary on the Staying@Work Survey, please visit towerswatson.com/stayingatwork or contact your Towers Watson consultant.