GenXers Want Less Stress, More Well-Being Support
By Welltok Marketing
Half of GenXers have considered jumping ship because of work stress and recent news reports show that retaining these workers is a growing concern. What can employers do about it?
Companies struggling with recruitment and retention in this tight job market might want to consider that GenXers need a little more attention and perhaps a change-up in benefits.
While most companies are headhunting for millennials, there are advantages to hanging onto GenX workers, according to Welltok. Not only do they have more experience, likely enough to assume leadership positions that millennials just aren’t ready for, they’re also not going to be in a hurry to retire.
But that doesn’t mean they’re happy—either with their stress levels or with the wellness offerings at their companies. And since 63 percent of companies are looking to retain these “sweet spot” employees, they ought to know more about what GenXers feel they need in order to stay where they are—especially since 51 percent of respondents to a survey from Welltok say they’ve considered jumping ship because of work stress.
The majority—56 percent—say that work stress is taking a toll on their lives, hence the large number willing to go elsewhere in search of a better situation. And 84 percent aren’t impressed with their companies’ health and well-being resources, saying they’d participate more if the offerings were more relevant.
More than 70 percent agree their company should do more to support holistic health, but companies apparently aren’t getting through with the offerings they do provide—since just 14 percent of GenXers strongly agree they know where to find all of their company-offered health and well-being resources.
GenXers have a list of priorities—financial stability; healthy eating; positive relationships both at home and at work; an appropriate level of physical activity; adequate sleep; a manageable stress level; the ability to control or manage an existing health condition; and finding a higher purpose.
And while it may not be the boss’s job to satisfy all these goals, that doesn’t mean that GenXers don’t expect more than they’re getting—especially when it comes to stress, since 90 percent say that helping them cut and/or manage their stress should be their employers’ responsibility.
Among their expectations are personalized digital support, rather than what 85 percent say is the cookie-cutter approach—with all workers getting the same health and well-being resources. And 55 percent of them say they’ve gotten irrelevant resources—something they’re obviously not impressed with.
Nontraditional rewards that can entice them to stay include extra vacation time and a flexible work schedule; other perks that made it onto their list of top preferred incentives include wellness benefits like gym memberships or massage, discounts on local goods and activities and raffles for large gifts. Lunch and recognition with company leadership? Not so much—nor are commuter benefits and volunteer time.
More personalized efforts toward wellness, says Welltok, presented with centralized access, can go a long way toward keeping those GenXers engaged.