People Insights Model: Workplace Well-being

Overview

Workplace well-being refers to the physical, mental, and emotional health of employees in the workplace and is shaped by interconnected factors like workload, work-life balance, safety, and flexible work arrangements. A manageable workload is essential to prevent burnout and sustain productivity, while work-life balance helps employees recharge and stay engaged. Safety includes both physical and psychological aspects, ensuring employees feel secure and valued. Flexible work arrangements (like hybrid options) reduce commute stress, provide valuable autonomy, and accommodate diverse personal needs, contributing to overall employee satisfaction and performance.

Perceptyx Research and Insights

• Research Finds Vanishing Vacations & Work That Follows Us Everywhere (Aug 2024): 

  • Employees fall into three categories: Planned Workationers (29%) who intentionally plan to work during vacations, Unplanned Workationers (43%) who end up working despite intending to disconnect, and True Vacationers (28%) who fully unplug. Leaders and younger workers are more likely to work during vacations, highlighting generational and role-based challenges. 

• Both Planned and Unplanned Workationers report lower well-being, increased burnout, and negative spillover into their personal lives. Unplanned Workationers are 1.5x more likely to take sick leave and experience strained relationships compared to True Vacationers.

• Employee Listening & Maternal Mental Health: Supporting Mothers at Work (May 2024): 

  • Nearly 40% of women have taken time off due to poor mental health, but two-thirds do not feel comfortable discussing these issues at work. Employers investing in mental health programs see an average return of $4 for every $1 spent. 

• Postpartum depression affects about 13% of new mothers, with untreated perinatal mood and anxiety disorders costing the U.S. economy approximately $14 billion annually, largely due to productivity losses.

Key Action Planning Considerations

When managers respond to employee feedback on well-being, stress, and safety, they should focus on creating a supportive, safe, and balanced work environment that prioritizes both physical and mental health. Addressing these areas thoughtfully enhances productivity, reduces turnover, and fosters a positive workplace culture. Here are some key considerations for managers:

• Assess and Manage Workload Realistically: Leaders should regularly evaluate employees' workloads to ensure they’re manageable, aiming to prevent burnout and sustain productivity. Implementing workload management tools and regularly checking in on resource needs can help balance demands with capacity, creating a supportive environment for productivity.

• Create a Fair and Balanced Work Environment: Ensure all employees, regardless of location or schedule, have the tools, support, and opportunities to succeed. Managers can implement weekly team rotations for high-visibility projects, establish clear criteria for advancement opportunities, and create structured mentorship pairings across different work arrangements. Additionally, managers should model healthy work-life boundaries by avoiding after-hours communications and respecting team members' scheduled time off.

• Stay Connected to the Team’s Well-being: By openly communicating about wellness resources, such as counseling services, crisis helplines, and available programs, leaders can drive awareness and encourage utilization of these benefits. Having regular check-ins with employees can help leaders recognize early signs of distress — like shifts in behavior, productivity, or engagement — allowing leaders to proactively address stress and prevent burnout. 

• Enhance Physical and Psychological Safety: Managers should establish regular one-on-one check-ins dedicated to discussing workload and well-being, not just project status. They can introduce wellness moments at the start of team meetings, create "no-meeting" blocks in team calendars to reduce screen fatigue, and actively accommodate flexible scheduling for personal needs like medical appointments without requiring detailed justifications. Managers should also learn to recognize early signs of distress — like shifts in behavior, productivity, or engagement — allowing them to proactively address stress and prevent burnout.