Nearly seven in ten senior HR leaders have identified employee wellbeing, mental health and stress management as priorities for the next three to five years, according to a new global survey. But resource limitations and growing workplace complexities are making it difficult to implement effective solutions.
The research, commissioned by HR software firm aconso and conducted by pollster Opinion Matters, surveyed 650 senior HR leaders working in large organisations across the UK, United States and the DACH region (Germany, Austria and Switzerland). It found that 69% of respondents are focused on improving workforce wellbeing, although 72% reported that tight budgets restrict their ability to deliver meaningful initiatives.
The constraints are not only affecting employees but also the HR leaders themselves. Forty-one per cent admitted they struggle to maintain their own work-life balance, with many feeling overwhelmed by rising workloads and constant organisational change. As a result, 43% said they feel unable to fully alleviate the impact of burnout and stress within their teams, highlighting the pressing need for additional support and resources.
Multigenerational Teams and Hybrid Work Add Complexity
HR leaders are also facing significant challenges associated with evolving workforce dynamics. More than half (55%) of the survey respondents said managing multigenerational teams has added to the complexity of their roles. The influx of Generation Z into the workplace, with its distinctive working styles and expectations, has introduced new demands that must be balanced alongside the needs of older generations.
The findings highlight the growing recognition that a thriving workplace and sustainable business rely on supporting employees’ emotional health — aconso CEO Ulrich Jaenicke
The survey further revealed that hybrid and remote working arrangements are creating additional pressures, with 50% of respondents citing these models as difficult to manage. An equally high proportion (51%) pointed to increasing workforce diversity as a key challenge, as organisations seek to meet the needs of a more varied employee base while maintaining cohesion and productivity.
Technology as a Path Forward
To address these challenges, HR leaders are increasingly turning to artificial intelligence and automation to ease administrative burdens. The survey found that 72% plan to increase their use of technology to free up time for employee-centric initiatives, with 99% already incorporating AI into their operations.
Automation, in particular, is seen as transformative, with 60% of HR leaders describing it as a game-changer for reducing repetitive tasks. By streamlining processes, organisations can focus more on initiatives that enhance employee wellbeing and engagement. This shift is vital, as 69% of respondents admitted they are frequently forced to divert resources away from wellbeing programmes to address urgent business demands.
‘Vital’ Employee Wellbeing Support
Ulrich Jaenicke, co-founder and CEO of aconso, stressed the importance of supporting employees’ emotional health and engagement to foster a thriving workplace and sustainable business. He said HR teams could achieve this by adopting tools that reduce administrative burdens and allow more time to focus on employee-centric initiatives.
“The findings highlight the growing recognition that a thriving workplace and sustainable business rely on supporting employees’ emotional health, fostering engagement and ensuring they feel valued,” said Jaenicke. He added that by using the right tools, HR professionals could “focus less on repetitive, mundane tasks and more on designing employee experiences that maintain a culture of care and sustainable growth for all generations, plus have more time to adapt initiatives as the workplace evolves”.
The research was conducted by Opinion Matters and surveyed 650 senior HR leaders working in companies with over 5,000 employees. Participants were drawn from the UK, United States and the DACH region. Data collection took place between 26th September and 8th October 2024, with 250 respondents from the UK included in the sample.