Infographic on Workforce Stress: The Top Lifestyle Risk for Asia Pacific Employers
For more findings and commentary on the Staying@Work Survey, please visit
www.towerswatson.com/stayingatwork and download a report for your region.
Take Action: Effective Steps to Reducing Workforce Stress
Ensure all levels of leadership — including managers — know
how to recognize and manage employee stress.
Understand your employees’ stress drivers.
Listen to employees to find out how they are coping
with stress and how you can help.
4 Review and adjust the company’s health and workforce programs
in light of the findings:
••Offer stress relief support that covers acute episodes, and more sustained
long-term solutions for chronic conditions that can lead to health issues
••Encourage employees to take their full vacation time.
••Offer physical activities.
••Provide formal stress management/resilience programs.
5 Evaluate areas of the employee value proposition that have a positive or
negative impact on stress. These can include rewards, leadership and
culture, and have a dramatic effect on engagement.
Current Stress Management Actions are Ineffective
in the long-term
Asian employers tend to favor low-investment approaches to managing
stress over and above actions that might be more time- and resource-
intensive but would also yield a higher return in the long term.
a Workplace Culture to Manage
Top Risk Effectively
Workforce Stress: Establishing
Insights From the Towers Watson
2013/2014 Staying@Work Survey TM
Asian employers rank Stress as the Leading Workforce
Risk across most countries in the region
Top three causes of Stress in Asia Pacific
••Lack of support
Lack of work/life balance
Top health management actions
3 7 Substance abuse
Lack of physical activity
(e.g., yoga, tai chi)
41% 40% 38%
of those employers currently offer
a program to manage stress or
of Asian employers are making
managing stress a priority
in their health strategy.
Few Asian employers have Established a Workplace
Culture that proactively Manages Stress