Two-fifths (40%) of UK employees say workplace concerns have impacted their wellbeing, according to research by Reward Gateway | Edenred.
Its HR priority report, which surveyed 2,026 employees and 1,001 HR managers, also found that nearly two-fifths of employee respondents (38%) said they are no longer going above and beyond their specific responsibilities or schedules, because they believe their workplace makes them feel unmotivated and burnt out.
More than a quarter (28%) have seen their mental wellbeing decline in recent years, with excessive workload cited as the leading cause of burnout (50%), followed by insufficient resources (34%) and lack of recognition (31%).
A third (32%) of employee respondents, meanwhile, said that frequent stressors make them feel unsupported by their employer, while 25% have lost trust in their employer and 20% feel unclear and uncertain about their organisation’s goals.
Almost two-thirds (61%) said their work wellbeing would improve if they were thanked more for their hard work, while 83% feel more motivated and productive at work if they have a manager who cares.
While strong and supportive people managers were found to be a significant factor in improving employee wellbeing, only 57% of HR manager respondents felt enabled to be a great manager. In addition, 21% said they were not offered sufficient training when they became managers.
Chris Britton, people experience director at Reward Gateway | Edenred, said: “Employees spend as much time in the office as they do at home or with loved ones, which is why it’s crucial that workplaces and cultures are set up to motivate and uplift them, not tear them down. People teams and managers have great potential to spearhead this by encouraging honest communication, teamwork and displaying leadership, though it’s equally important that they are equipped with the skills to facilitate this.
“Businesses should invest in these processes to ensure they have happy employees, who feel supported, listened to, and have a clear vision of not only their progression, but the organisation’s future goals as well.”
