Sessions

The pandemic highlighted and intensified underlying, and long standing, challenges to employee social and emotional wellness. Employee's capacity to perform and produce professional deliverables may be affected by frequent or anticipated threats to job security exacerbated by personal and family matters. The interplay of workplace pressures and personal and family elements can create worker burnout and stress, plus wellbeing and health challenges. Included in the list of most stressful life events are matters related to loss of a loved one, health challenges, elder or childcare challenges, and loss of job or workplace change. Research suggest that work-to-family conflict is related to employee turnover and intention to quit (Grandey & Cropanzano). Fifty-two percent of employees say that job demands interfere with family or home responsibilities, while 43% say that home and family responsibilities interfere with job performance (APA). “Sandwiched” employees, defined as those who are responsible for childcare and the care of parents, are at a greater risk for depression (Neal & Hammer). At the same time, according to a study by Kaye and Jorday-Evans, "The top five reasons employees stay with a particular company are: exciting and challenging work; opportunities for career growth, learning, and development; high-quality co-workers; fair pay; and supportive management." Events from the pandemic highlight the important role that a relevant benefits network combined with workplace culture can bring toward employee retention, satisfaction and ultimately better productivity and performance. This presentation examines the scope and nature of challenges many face in today's workforce and looks creating a culture of support within your organization on behalf of your employees. This can include external resources as well as internal financial support that builds employee resilience.