Strategies To Encourage Employee Well-Being Amid Changing Work Arrangements

Adopting flex schedules, personalized benefits, and burnout solutions to boost engagement

As the return-to-office (RTO) debate continues, companies that follow suit with Amazon or Dell will need to contend with the impacts of calling employees back to the office full-time. The workforce has become accustomed to flexibility options introduced during the pandemic, and today’s multigenerational workforce certainly has an increasingly diverse set of needs. Hybrid and remote work are still popular, requiring organizations to be intentional about addressing flexibility as the way we work changes. With that in mind, how should employers enhance and improve employee well-being?

Examining Working Hours & Schedules

In a recent study from Big Chalk, three worker cohorts—Parents, Other Caregivers, and Non-Caregivers—identified flex time or the ability to adjust their work schedules as their top desired adjustment. This includes 16% of Parents and Non-Caregivers and 14% of Other Caregivers who are currently requesting this arrangement. For Parents, flex time is vital for managing caregiving responsibilities like school or daycare drop-offs and pickups. 

Other Caregivers and Non-Caregivers value the ability to adjust their start times to better manage a commute or attend to personal needs, such as health appointments. If planning to bring employees back to the office, employers presenting flexible work hours will gain higher employee satisfaction, easing their RTO transition. “One policy for all” will not win over the broad employee population; therefore, offering flexibility, a four-day work week, or asynchronous working hours will gain employee loyalty.

Acknowledging & Addressing the Complex Needs of Employees

According to a 2023 MetLife report on Maximizing Employee Care, employees indicated they find benefits personalization more important than benefits integration. Addressing an employee’s holistic well-being by understanding their individual needs and offering reasonable care solutions will positively influence their dedication, engagement, happiness, and, ultimately, productivity.

Currently, 48% of specialized talent works in flexible setups. However, 61% report flexible setups would maximize their productivity, demonstrating the need to expand flexibility options for specific talent groups. A traditional or conventional approach will no longer be “good enough.” Demonstrating to employees that you “care” during those moments that matter most and “value” them will differentiate you as a great place to work.

Addressing Overwork and Burnout

According to a recent global study, burnout affects all generations, with 75% of frontline workers feeling overworked and undervalued, but Gen Z experiences it more acutely. Gen Z frontline workers are increasingly burnt out, with 83 percent reporting feeling overwhelmed at work. Over a third (36%) of Gen Z are considering quitting their jobs because of the ongoing effect on their mental and physical health. Survey findings suggest overwork stems from cultural expectations or inefficiencies caused by inadequate resources and processes. Companies must regularly reassess work practices and resource allocation to enhance efficiency and further support employee well-being. 

In the end, the importance of reaching more employees with personalized, flexible care and support improves their overall personal and work stress, which fuels their job and company satisfaction.  Gathering quick data bites on how employees are doing through quick, planful surveys will provide you with valuable insights necessary to continue tackling their needs.  It can be easy to feel the pressure of RTO mandates. However, organizations should not accelerate this transition without examining what workers need to perform at their best.

Recommended Resources

• True Flexibility At Work - HR.com
• Managers, here’s how to talk to an employee experiencing burnout
• A four-day work week?

	John Parkins drives all People and Talent initiatives as the Chief People Officer at Big Chalk. An influential people-first champion and proven strategic business advisor, he has 25+ years of extensive experience across HR functions, business segments and global markets.
	Cristina Itze has more than 15 years of experience in brand management, consumer intelligence, and innovation, working with reputable Food & Beverage companies. She is the Vice President of Customer Success at Big Chalk.