Burnout, Anxiety, and the 513% Problem

Hey HR Pros!

What’s driving innovation, engagement, and resilience at work? According to new research from O.C. Tanner, the answer is hope.

In this issue, we dive into why only half of employees feel hopeful about the future of work — and why that matters more than you think. The data links hope directly to performance, burnout, and even inclusion, raising urgent questions for HR leaders shaping tomorrow’s culture.

Upcoming In This Issue:

• 📊 New Data | Burnout, Anxiety, and the 513% Problem

• 🏖️ Why Your Team Isn’t Taking Time Off — and What the Data Says to Do About It

• 🎙️ Today’s Featured Podcast: The Future CHRO: From HR Ops to Global Leadership with Dave Ulrich, Father of Modern HR

• 📉 Employees Are Doubling Down on Employers for Financial Help — And the Numbers Show Why

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• Tesla’s former DEI lead has some advice about fear in the workplace

• New Mexico becomes first state to offer free childcare for all: ‘model for the nation’

• Health benefit cost increases expected to hit 15-year high, Mercer warns

• Microsoft Layoffs Announced for the Fifth Month in a Row as Employee Woes Mount

📊 New Data | Burnout, Anxiety, and the 513% Problem

Source: OC Tanner Global Culture Report

New research is revealing just how powerfully hope (or the lack of it) influences everything from innovation to burnout.

In a rapidly shifting economy and tech landscape, organizations that overlook this emotional metric may be missing their biggest competitive advantage.

Key Data Insights

• 📈 Hope = High Performance: Employees with strong hope are 5x more likely to innovate, 7x more likely to be engaged, and 8x more likely to produce great work.

• 🔥 Exclusion Has a Massive Cost: Workers on non-inclusive teams were 513% more likely to feel burnout and 218% more likely to experience anxiety.

• 🗣️ Managers Trump Execs in Impact: Feedback from an employee’s direct manager is 7x more influential than messages from HR or senior leadership.

• 🧠 Support is Scarce and Crucial: Only 1 in 3 employees feel adequately supported, yet support is tied to lower depression, anxiety, and burnout rates.

read the full 320-word article here

🏖️ Why Your Team Isn’t Taking Time Off — and What the Data Says to Do About It

Plenty of companies offer generous paid time off — but here’s the problem: employees aren’t using it. According to new data, this isn't just about workaholism or loyalty. There's a growing sense of guilt, fear, and even distrust around taking a break.

The same research points to very specific changes organizations can make to turn this trend around.

Key Insights

• 📊 Guilt is widespread: 47% of employees feel guilty taking PTO, and 78% don’t use all of it — despite needing a break.

• 🧠 Culture is the real barrier: 76% of workers say their company doesn’t support a culture of time off, even if policies exist.

• 🏖️ Unlimited PTO isn’t trusted: Fear of layoffs and suspicion around unlimited PTO leave many feeling unsafe about stepping away.

• 🚪 Fixes are clear, not complex: Simple steps like PTO tracking, reminder nudges, and manager modeling can boost participation significantly.

read the full 640-word article here

😄 Comic Relief (HR Edition)

🎙️ Today’s Featured Podcast: The Future CHRO: From HR Ops to Global Leadership with Dave Ulrich, Father of Modern HR

☕️ Grab a cup of coffee and plug in to today’s featured podcast:

📉 Employees Are Doubling Down on Employers for Financial Help — And the Numbers Show Why

A growing number of workers now expect their companies to step in with tools, guidance, and benefits that support financial health.

Here’s what the latest workplace finance data is revealing:

Key Takeaways

• 📈 Financial guidance demand doubled: 26% of employees now want employer help with money management — up from just 13% last year.

• 💳 Debt is the biggest blocker: 85% of employees carry personal debt, and 58% are struggling with credit card balances specifically.

• 📊 Stock awards gaining traction: Half of employees want equity compensation, and 83% of offering employers are expanding it.

• 💡 Wellness benefits = retention tools: Companies evolving past just 401(k)s are more likely to attract and keep top-tier talent.

read the full 580-word article here