Nicole Bennion
Senior Culture & Well-Being Consultant, Client & Customer Services
Is burnout really a problem?
The pandemic left many employees—whether working onsite or remotely—feeling less connected to their coworkers and the company. This disconnect can lead to disengagement. According to Gallup, 17% of the workforce is no longer engaged.
When motivation, job satisfaction, and hope for the future fade, employees can feel stuck. This poses a risk to their engagement and your organization’s success.
More and more employees are at risk for burnout
According to a recent Mercer study, 82% of employees feel at risk of burnout. More than half—57%—say they’re working far more hours than before. Meanwhile, 40% believe the world of work is fundamentally broken, and 25% wish they didn’t have to work at all. On average, employees spend six hours each month worrying about finances—the top risk factor for burnout in 2024.
What’s causing employee burnout?
According to the American Psychological Association, seven main stressors can lead to burnout:
- Heavy workloads
- Higher job demands with less support
- Longer working hours
- Blurred work/life boundaries caused by technology and remote work
- Low pay
- Limited advancement opportunities
- Little control over how work is done
Any one or a combination of these factors may contribute to lower performance, disengagement, and eventually, employees leaving your company.
These stressors don’t just affect your employees—they cost U.S. businesses an estimated $300 billion each year, according to the American Institute of Stress.
What can you do about burnout? Start by creating a strong EVP.
One way to address burnout is by developing a strong Employee Value Proposition (EVP). An EVP is a thoughtful combination of support and resources that help your employees thrive, not just get by.
According to a Gartner survey, companies with a clear EVP may reduce employee turnover by more than 69% and increase new hire commitment by nearly 30%.
An EVP explains the value you offer employees in exchange for their skills and commitment. It includes the benefits and rewards you provide. According to SHRM (Society for Human Resource Management), the most effective EVPs are tailored to meet the unique needs of your organization and your people.
We offer an EVP approach focused on six key areas:
1. Compensation
Compensation usually means salary, bonuses, and incentives. But it can also include other supports that help balance lower pay. For example, jobs with lower wages might offer stable, predictable schedules that help employees coordinate childcare or other responsibilities. Early pay programs can help employees avoid costly loans and build financial stability. Being clear about total compensation shows you value what your employees bring to your organization.
2. Benefits
Benefits include traditional offerings like health insurance, retirement plans, and paid time off. But a strong EVP also recognizes that employees and their families have lives outside work. This means providing resources like childcare subsidies, tuition reimbursement, transportation support, health care navigation, onsite food pantries, and mental health services. Employers are also rethinking paid time off to better support diverse needs, including vacation, parental bonding, and eldercare.
3. Well-being
Well-being covers physical, emotional, social, and financial health. Programs that promote self-care and reduce stress empower employees to take charge of their health. For example, financial stress can harm physical and mental health, so offering emergency loans or savings assistance can help. The pandemic highlighted how important connection is to well-being. Many organizations now support team building, social events, and employee resource groups to strengthen relationships and engagement.
4. Career opportunities
Employees value growth and development as key to a positive work experience. Encouraging a culture of learning means offering ongoing training, feedback, leadership development, coaching, mentoring, and chances to reskill or cross-train. This helps employees keep growing and feeling connected. While investing in talent might feel risky if employees leave, it’s often better to support their growth so they want to stay and contribute.
5. Environment
Your work environment includes both physical and virtual spaces. Physical factors like office layout, ergonomic furniture, natural light, and green spaces affect well-being, productivity, and satisfaction. The virtual environment includes digital tools and platforms that help employees work effectively, whether onsite or remote. Providing the right resources and a safe, supportive workspace helps employees manage their workload and feel secure.
6. Culture
Culture is the shared beliefs, values, and behaviors that shape your organization’s identity and employee experience. It includes your purpose, vision, mission, leadership style, communication, recognition, and commitment to diversity, equity, and inclusion. Culture celebrates individual and team success and creates a sense of belonging. According to Eagle Hill Consulting, 76% of employees say culture is important for doing their best work.
How we can help you avoid getting burned by employee burnout
Marsh McLennan Agency can support you in developing your unique EVP and help you strengthen your workplace in five key ways:
- Build a foundation that defines your employer brand.
- Improve recruitment efforts.
- Reduce employee turnover.
- Save you time and money.
- Strengthen employee commitment and pride in your organization.
To learn more, contact your Marsh McLennan Agency Culture & Well-Being Practice team today.
