Macro Shift Wellbeing Urgency Headlines and book titles say it all: “The Lonely Society,” “Employee Mental Health is a Global Issue,” and for future workers “The Anxious Generation.” Stress, anxiety, depression and difficulty concentrating are top issues for employers around the world, according to a study by WorkPlace Options, a global provider of employee solutions. 
Hybrid work and the flexibility it offers were supposed to bring more balance to people’s lives, but that doesn’t seem to have happened. People’s satisfaction with their work-life balance dropped over the past three years, while productivity remained consistent, according to Steelcase global research.
Headlines and book titles say it all: “The Lonely Society,” “Employee Mental Health is a Global Issue,” and for future workers “The Anxious Generation.” Stress, anxiety, depression and difficulty concentrating are top issues for employers around the world, according to a study by WorkPlace Options, a global provider of employee solutions. 

Hybrid work and the flexibility it offers were supposed to bring more balance to people’s lives, but that doesn’t seem to have happened. People’s satisfaction with their work-life balance dropped over the past three years, while productivity remained consistent, according to Steelcase global research.
Talk to an HR professional and they’ll tell you that one of the biggest things they’re worried about is employee mental health.

Many organizations have recognized just how important the issue has become. According to a 2024 Steelcase study of global leaders, 38% said employee wellbeing is a priority on which they are placing greater emphasis over the next two years, second only to improving collaboration. The study also reveals a significant increase in the importance of supporting rejuvenation in the next 12 months. Leaders typically are more likely to spend time rejuvenating, so it’s important to make sure individual contributors have access to, and permission to use rejuvenation spaces. These types of spaces are important for everyone, but particularly important for those who identify as neurodiverse and need to better control sensory experiences. “Navigating uncertainty while caring for our minds, bodies and souls is not a new challenge.
But the velocity of change and the disembodied nature of tech may make it very different.” Microsoft finds 68% of people struggle with the pace and volume of work and 46% feel burned out according to their 2024 Work Trend Index. The speed of change impacts managers as well as employees, leaving both groups feeling stressed and disconnected. According to Gallup, managers cite increasing job responsibilities, restructuring and budget cuts among the causes leading to a stressed-out workforce. 

Hybrid work has contributed to the changing rhythm and pace of our days. The sheer volume of meetings and workload can contribute to burnout. In an effort to get things done, some people skimp on taking time for respite. This can lead to work feeling more transactional, with limited time for creativity, innovation and building strong relationships. 

Our days are increasingly filled with video calls rather than face-to-face interactions (see Living on Screen, pg. 4). When interactions happen through technology without more human connection, it can leave us feeling disconnected. When people come to the office but their colleagues don’t, they can’t make the social connections needed to feel a sense of belonging or a shared purpose. They can end up feeling unsupported and isolated, with no sense of community. Most people say they’re struggling. But younger employees struggle more. People are recognizing they need to focus more on their wellbeing and now rank it as second in importance, only behind their families, according to a Steelcase global study. Perhaps surprisingly, work came fourth in the ranking. This disparity in sentiment is creating an inherent source of tension as leaders seek to find a balance that’s equitable for people and the organization. Finding balance 66^%

Most employees are not thriving Gallup’s 2024 State of the Global Workplace reported 66% of employees said they were not thriving in their lives in 2023 and for workers under 35 years old that number rose to 69%. Anxiety is much higher among Generation Z workers who will represent a third of the total workforce by 2030. This will become an increasingly serious issue for organizations who need to mentor and develop this cohort of employees. Employees under 35 All employees Brené Brown

Living Beyond Human Scale

Podcast Series 69^%

What's going on? Most of us would think people should be feeling better, as the pandemic is increasingly in the rear view mirror. Yet there are multiple factors, both personal and professional, and some at a societal and global scale, that contribute to mental health challenges. One is the rate of change at work is accelerating faster than people’s ability to keep up. Sociologist and author Brené Brown calls it “living beyond human scale.” 68^%

of people struggle with the pace and volume of work 46^%

of employees feel burned out Microsoft finds 68% of people struggle with the pace and volume of work and 46% feel burned out according to their 2024 Work Trend Index. The speed of change impacts managers as well as employees, leaving both groups feeling stressed and disconnected. According to Gallup, managers cite increasing job responsibilities, restructuring and budget cuts among the causes leading to a stressed-out workforce.  Hybrid work has contributed to the changing rhythm and pace of our days. The sheer volume of meetings and workload can contribute to burnout. In an effort to get things done, some people skimp on taking time for respite. This can lead to work feeling more transactional, with limited time for creativity, innovation and building strong relationships.  Our days are increasingly filled with video calls rather than face-to-face interactions (see Living on Screen, pg. 4). When interactions happen through technology without more human connection, it can leave us feeling disconnected. When people come to the office but their colleagues don’t, they can’t make the social connections needed to feel a sense of belonging or a shared purpose. They can end up feeling unsupported and isolated, with no sense of community.
In the article “Move the needle: Wellness at work,” McKinsey Senior Partner Liz Hilton Segel shares why wellbeing should be a focus for business leaders: “Businesses should treat wellbeing as a tangible skill, a critical business input, and a measurable outcome. Wellbeing not only makes for happier, more productive employees, but it’s tied to innovation and organizational success. Employers have the opportunity to move the needle on burnout, to help workers struggling with mental health and wellbeing challenges, and to create the healthiest environments for employees.” Many organizations have recognized just how important the issue has become. According to a 2024 Steelcase study of global leaders, 38% said employee wellbeing is a priority on which they are placing greater emphasis over the next two years, second only to improving collaboration. The study also reveals a significant increase in the importance of supporting rejuvenation in the next 12 months.

Leaders typically are more likely to spend time rejuvenating, so it’s important to make sure individual contributors have access to, and permission to use rejuvenation spaces. These types of spaces are important for everyone, but particularly important for those who identify as neurodiverse and need to better control sensory experiences. A better workplace experience

Support for rejuvenation at work has tripled in three years 7^%

2021
13^%

2022
2023
2024 13^%

23^%

HR leaders are addressing this complex issue through comprehensive employee assistance programs, stress management and mindfulness initiatives, and flexible work options. It’s equally important to nurture a workplace culture that openly discusses mental health and reduces stigma. This helps build a supportive and inclusive environment where employees can thrive. The physical workplace can also help by creating an infrastructure to support and reinforce wellbeing – and even bring joy to your day (see Work Better Magazine, Spring 2024: Joy at Work) with spaces designed to delight and de-stress. The addition of beautiful objects and natural elements can create a more calming and welcoming feeling to spaces and balance harder-working elements. In most countries, workplace experience lags behind space effectiveness Used with permission from Gensler Global Workplace Survey 2024. Design for effectiveness & experience
Gensler’s Global Workplace Survey 2024 advises their clients to seek a balance between designing for effectiveness and better employee experiences. They suggest measuring experience — how people feel about the space — in addition to effectiveness and note there’s “an opportunity to design for emotions as well as function.”
A people-first approach As people continue to adjust to new hybrid schedules where they are expected to be in the office more frequently, and may be feeling a loss of some autonomy, employers can help by removing as many barriers as possible by creating a broad range of spaces and experiences. When people come into the office they need to know their needs and preferences have been addressed and that they’ll be able to find the right types of spaces to do their best work. Privacy and spaces to support wellbeing are the top two things people want and expect most from their workplace.
(2023 Steelcase Study)

Privacy is often overlooked by employers who prioritize collaboration spaces for hybrid workers. People also need spaces that support them as humans — lactation rooms, private places for people with physical or mental health needs, and quiet rooms for reflection or respite. The office should feel welcoming and safe – designed for everyone to feel like they belong and that their needs have been considered. By incorporating these more human spaces into the workplace, organizations show they value their employees as whole individuals, not just workers. This approach promotes authenticity, builds trust and enhances overall satisfaction, enabling employees to be fully engaged and excel in their work.
It’s a win-win.

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