The Great Resignation brought well-being to the forefront with employees across every generation seeking more purpose and balance with less workplace stress and burnout.

With older generations (Gen X & Baby Boomers) and more tenured workers (10+ years of experience in their current field), a new spike in quit rates is also trending due to burnout (27% of Gen X, and 21% of Baby Boomers reported burnout, according to Metlife), as they want to also find a fresh purpose.

Let’s change the trend(s). Let’s open-up and have the conversations company-wide. Let’s focus on what employees (really) want today.

To start, here are 4 strategies to support your employees, show you are listening, and create a true culture of well-being:

1. Allow mental health to be in the forefront. The pandemic brought many mental health issues to the surface. It is vital to de-stigmatize it for employees and not let them think it is just their own personal “shortcoming.” Allow employees to express any feelings of stress, burnout, or isolation, as they are workplace issues too.

By encouraging such open dialogue, you empower employees to ask for help and ask for pertinent programs. Leaders can also show they are proactive, by incorporating well-being programs in their strategic plans and their budgets.

2. Empower psychological safety. Creating an open, vibrant, and safe environment is core to a successful organization. Leaders can cultivate it by asking for real feedback, being open themselves, and allowing for everyone to share their experiences.

From here, psychological safety allows for people to be human, show their vulnerabilities, and discuss any struggles around their well-being before they escalate.

3. Embrace the whole person. The pandemic has shown us the many sides of our employees.Today, we have the incredible opportunity to be creative and to truly think out-of-the-box on ways to support our employees’ well-being. The programs don’t have to break the bank, either, with ROI sure to come in different forms.

It is essential to be open to benefits and resources that cover employees 360 degrees of their lives – and, even better, span as many employee needs as possible.

4. Focus on learning and development for all employees. The pandemic has brought about immense change, including new technology, new roles with organizational shifts, and new soft skills needed to manage people’s evolving work lives. These shifts mean upskilling and reskilling are imperative. Meanwhile, the Great Resignation has highlighted employees craving growth opportunities and upward mobility.

By investing in your people through individualized training and development, you are investing in your organization and its success.  

By encouraging such open dialogue, you empower employees to ask for help and ask for pertinent programs. Leaders can also show they are proactive, by incorporating well-being programs in their strategic plans and their budgets.

Looking for a new well-being initiative for each and every generation?

Whether you are just beginning to evaluate new well-being initiatives or looking for additional benefits, LifeGuides is here to help your organization embrace, empower, and evolve every generation into all they can be.

With a breadth of 400+ topics, our certified Guide Community offers support for almost any area your employees are interested in learning, or are going through inside and outside of work. Our benefit can be up and running within weeks – and without enrollment limitations.

Let’s work together to show your employee care!

By Sharon Steeley, Sr. Director of Marketing, LifeGuides