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Businessolver The State of Empathy in the Workplace in 2024The survey, which polled more than 3,000 CEOs, HR professionals and employees, revealed that mental health is declining dramatically among some employees.
Overall, 55% of CEOs and 50% of employees cited mental health issues in the past year, with Gen Z (65%), women (60%), LGBTQ+ (66%), caregivers (71%), veterans (73%), and employees with disabilities or neurodiversity (77%) particularly at risk for mental health issues. Notably, CEOs’ self-reported mental health issues increased by 24 percentage points from 2023, dispelling the myth that business leaders are indestructible.
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This year’s survey revealed more surprises. First, more CEOs than employees say their company culture is toxic, 52% to 35%. 65% of CEOs also said they feel intimidated by their coworkers, up 17 percentage points from 2023. The study also found a strong link between mental health issues and workplace toxicity: Respondents who said their workplace was toxic were 47% more likely to cite mental health issues.
Many factors can affect employee mental health that are beyond the control of HR teams, but a toxic work environment can hinder any efforts they make to build an empathetic culture. The good news is that the negative effects can be mitigated with some practical and empathetic HR strategies to promote a healthy and supportive workplace culture.
The antidote to toxicity: empathy
A toxic workplace can take many forms, but ultimately, there is one nearly universal remedy: empathy. At its core, empathy is about understanding and sharing the feelings of another person, and research from Businessolver shows that it has a powerful impact on the work experience of employees at all levels.
In 2023, 80% of respondents said they would be willing to quit their job for a more empathetic employer. Just one year later, in 2024, an even higher percentage (88%) said they would be willing to stay with an employer that was empathetic to their needs.
The importance of empathy extends beyond creating a positive work environment. An empathetic workplace benefits from:
- Improve employee retention.
- Higher production efficiency.
- Overall well-being improves.
When leaders and colleagues demonstrate empathy, it fosters a sense of trust and psychological safety. Team members and leaders alike feel comfortable expressing concerns, asking for help, and admitting mistakes.
Open communication can help intervene early when stress or mental health issues arise, prevent problems from escalating, and foster a more supportive and collaborative work environment. In fact, nearly 90% of employees, HR professionals, and CEOs agree that it is important for senior leaders to discuss mental health issues openly in order to create a safe environment that encourages others to do the same.
How to create a more empathetic workplace
The data paints a clear picture: Empathy in the workplace needs a major boost. This work starts with the fundamental goal of fostering an organizational culture of open communication and understanding, especially in light of mental health in the workplace.
Starting from a solid foundation of empathy, HR teams can take practical steps to create a work environment where everyone is empowered to care for their own mental health.
Eliminating the stigma around mental health
Mental health issues remain stigmatized, especially in the workplace. This is particularly true among CEOs, with 81% saying their companies view people with mental health issues as weak or a burden.
Opening up conversations about mental health can have huge benefits, especially when the message flows from the top down. Leaders can support these discussions by sharing their own personal experiences or attending employer-sponsored educational courses.
“Our data shows that the stigma surrounding mental illness remains prevalent among American workers, and leadership plays a critical role in breaking that stigma,” said Rae Shanahan, Chief Strategy Officer at Businessolver. “I have been open about my own mental health journey throughout my life. Within the walls of Businessolver and report it publicly. Mental health issues know no race – it’s prevalent and underreported.”
Provide the benefits employees want
The benefits and resources employees identified as most helpful in caring for their mental health included:
- Open policy (91%).
- Mental health benefits are provided upon admission (90%).
- Employee assistance programs (89%).
- Flexible working hours (89%).
- Access to online mental health resources or clinics (89%).
- Encourage taking breaks from work (88%).
Make welfare information more convenient to obtain
An overwhelming majority of employees (90%) say that mental health benefits offered during annual onboarding are important. However, only 35% say they are aware of such benefits. More specifically, only 10% say they have used mental health benefits.
Why is there such a disconnect? After enrolling, employees can have a hard time remembering exactly what’s included in their benefits plan, and in some cases, feel overwhelmed by the thought of digging through plan documents to find the answers. This is where powerful and user-friendly tools like virtual benefits assistants can be a game changer.
For example, Businessolver’s AI-powered benefits assistant, Sofia, is available 24/7 to answer employee questions with human-like empathy. Not only does this tool make it easier for employees to actually use their benefits by giving them the information they need, when they need it, it also reduces the administrative burden typically borne by HR staff.
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Training managers to become empathetic leaders
Enable managers to identify Signs of stress and burnout in your team And encourage open communication and support. Add in an intentional employee wellness program (maybe start with a lunch-and-learn or employee wellness committee), and the positive power of empathy will soon spread throughout the organization.
The reported decline in workplace mental health is concerning, as untreated mental health can have a significant impact not only on organizational morale and performance, but also on the well-being of families and communities. For these reasons, the challenges are daunting, but not insurmountable. In fact, small acts of empathy can go a long way. By prioritizing these now, organizations can build a thriving, resilient workforce for the future.
Marcy Klipfel is Chief Engagement Officer at Businessolver. See the results of the 2024 State of Empathy in the Workplace survey businessolver.com.
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