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The C-suite’s role in well-being

August 8, 2023

In a recent survey in collaboration with the independent research firm Workplace Intelligence, Deloitte surveyed 3,150 C-suite executives, managers, and employees across four countries—the United States, the United Kingdom, Canada, and Australia. The main finding is that organizations continue to struggle with workforce well-being. And this is because work remains a significant obstacle.

According to the report, sixty percent of employees, 64% of managers, and 75% of the C-suite are seriously considering quitting for a job that would better support their well-being.

While motivation to achieve well-being doesn’t seem to be a challenge, 80% are facing obstacles—and most of these obstacles center around work. “In fact, a heavy workload, stressful job, and long work hours topped the list of obstacles people say are getting in the way of improving their well-being,” the authors highlight.

As a result, many employees are finding it difficult to prioritize their health and engage in positive well-being behaviors—especially those tied to their job: 

Nearly three-quarters (74%) say they struggle to take time off or disconnect from work, with only around half (or less) reporting that they “always” or “often” use all of their vacation time each year (52%), move/exercise each day (48%), take micro-breaks during the workday (47%), get at least seven hours of sleep (45%), and have enough time for friends and family (42%).

Keys to unlocking workforce well-being

  • Managers play a pivotal role in employee well-being, but they’re struggling to provide the support their team members need
  • Accountability for workforce well-being starts and ends with the C-suite, but requires greater transparency and public commitment
  • Accountability for workforce well-being starts and ends with the C-suite, but requires greater transparency and public commitment

“Employers should take action to improve the health of their workforce, or another year will likely go by without measurable improvement. And that means organizations may see more of their best talent—including their leaders—disengage or choose to leave for companies (or countries) that are putting people ahead of profit,” wrote Jen Fisher, Deloitte’s US Chief Well-being Officer.

Executives have an opportunity to rewrite this story—for their employees, for their managers, and also for themselves. Work shouldn’t be the reason people feel exhausted, stressed, and isolated from friends and family. Employees should feel that they’re able to take time off and disconnect, and managers should feel capable of providing the support their team members need,” she concludes.

Source: Deloitte Insights | Advancing workplace well-being