Nearly a third of employees cite financial health as the one dimension of well-being they would like their employers to address more than they do today. (Photo: Shutterstock)
While many employees appreciate workplace gyms and smoking cessation programs, it's not enough: more want their employer to take a more holistic view of well-being and offer them more financial health and mental health support as well.
So say the results of a survey of 2,200-plus workers at large employers, conducted by Optum and the National Business Group on Health, the results of which are detailed in white paper, “Workplace well-being and the employee experience.”
Related: Well-being important to employees, even those who lack it
“Broader and more relevant well-being encompasses an individual's five primary health dimensions — physical, social, financial, community and mental,” the authors write. “Nurturing these dimensions can help people live longer, happier lives as well as be more productive at work.”
Indeed, investments in multiple dimensions of well-being is correlated with high levels of employee productivity, loyalty and employee well-being, according to the survey.
“Nearly nine out of 10 employees who report their employer supports four to five dimensions say their job performance is excellent,” the authors write. “And they take pride in where they work. More than three-quarters say they have an excellent or very good impression of their employer. And many would recommend their employer to others.”
For the 61 percent of employers that support financial well-being of their workers, the following benefits are offered: saving for retirement (69 percent); maximizing health savings accounts (41 percent); lowering health care and pharmacy costs (29 percent); resources for child care needs (21 percent); developing a budget (17 percent); addressing transportation costs/needs (15 percent); accessing earned wages before payday (13 percent); managing student loan debt (12 percent); and addressing housing costs (9 percent).
Still, the survey found that nearly a third of employees (32 percent) cite financial health as the one dimension of well-being they would like their employers to address more than they do today. Among those with no support in the area, the top areas they want help to improve their financial health are with health care and prescription drug costs (34 percent) and housing costs (26 percent).
A significant majority of employers (71 percent) now offer mental health support, but more than a quarter of employees say they want their employer to expand such services, especially to better manage stress and treat substance abuse. Of the employers that offer mental health support, 41 percent offer substance abuse/addiction resources; access to quality mental health care (40 percent); managing stress (40 percent); mental health stigma awareness (24 percent); mindfulness (21 percent); resiliency (20 percent); burn-out at work (19 percent); caregiving services (17 percent); and sleep health (15 percent).
“Employees also say they would like more help in other mental health areas,” the authors write. “Two out of five employees want help for 'burn-out at work.' And more than a quarter say they want support to get better sleep. An equal number of employees also want assistance to become more resilient.”
Employee well-being also increases when employers involve them in community efforts, according to the survey.
“Mainstays of these efforts are charitable giving campaigns, offering volunteer opportunities and supporting initiatives to improve the local community,” the authors write. “Less prevalent but more popular with employees are programs that provide paid time off for volunteering. In fact, more than two out of five employees” that don't get this “wish their employer would offer this option.”
Finally, employers should consider locating their facilities in communities that support well-being, the survey found. “Plentiful sidewalks, stores with fresh produce, gyms and accessible urgent care and mental health clinics have the potential to make communities surrounding the workplace more engaging and secure,” the authors write. “They also seem to heighten well-being. Many employees with the highest well-being scores report that the communities surrounding their workplace have these healthy features.”
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Katie Kuehner-Hebert
Katie Kuehner-Hebert is a freelance writer based in Running Springs, Calif. She has more than three decades of journalism experience, with particular expertise in employee benefits and other human resource topics.
