Address burnout proactively

Nearly a quarter of workers (23%) report they're finding it harder to feel motivated to do their work. These workers have the worst mental health score (52.2), more than 25 points lower than workers who report being motivated and nearly 19 points lower than the national average (71.0). Workers younger than 40 are more than twice as likely to lack motivation. With burnout affecting such a significant portion of the workforce, organizations should:

Conduct regular workload assessments and redistribute tasks when necessary.
Encourage and model healthy work-life boundaries, including respect for off-hours and vacation time.
Offer flexibility in work arrangements where possible, allowing employees to better manage personal and professional demands.
Implement regular check-ins between managers and employees to discuss workload, stress levels and potential support needs.

Enhance mental health resources and awareness

The report found that nearly two-thirds of respondents (6%) said their employer did not offer an Employee Assistance Program (EAP) or was not sure whether it did. The mental health scores of this group were at least three points lower than workers with an EAP. Nearly 38% heard about their EAP during benefits enrollment. To ensure employees are aware of the resources available to them, employers should:

Regularly promote EAPs and mental health benefits through multiple channels.
Provide mental health first aid training to managers and HR professionals.
Consider offering digital mental health tools or apps that provide 24/7 support and resources.

Provide skills training for the AI era

To alleviate anxiety around AI and technological change:

Offer training programs to help employees develop AI-related skills and understand how these tools can enhance their work.
Clearly communicate the organization's AI strategy and how it will impact different roles.
Provide opportunities for employees to participate in discussions about AI implementation in their departments.

Prioritize manager training and support

Managers play a crucial role in employee wellbeing, yet they also have experienced a decline in mental health scores (71.9), although it remains higher than that of non-managers (70.4). As managers are on the front lines with employees, organizations should offer to:

Train managers to recognize signs of mental health struggles and burnout in their team members.
Equip managers with the skills to have supportive conversations about mental health and guide employees to appropriate resources.
Ensure managers themselves have access to mental health support, as they often face high levels of stress.

Create a culture of wellbeing

To truly improve mental health outcomes, wellbeing must be woven into the fabric of organizational culture:

Regularly communicate the importance of mental health from leadership.
Integrate wellbeing metrics into performance evaluations and company KPIs.
Encourage employees to use their vacation time and mental health days without stigma.
Offer wellness programs that address various aspects of health: physical, mental, financial and social.

Instant Insights /

6 strategies for improving employee mental health

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