In 2025, one thing is for certain: Employees’ stress levels are at an all-time high. Whether that stress originates from work or elsewhere is immaterial. As the boundaries between work and life continue to blur, employers have a duty to care for their people’s wellness needs regardless of their source. After all, stress rarely stays neatly contained within its respective domain. Financial stress seeps into work and becomes work stress; work stress strains relationships becoming relationship stress; relationship stress fuels existential uncertainty—and so the cycle continues. 

As survey results continue to underline the growing stress crisis happening across US worksites, it is imperative that leaders take the time to understand exactly what their workforce is experiencing—and how to best support them. Because the facts are clear: Organizations that take a genuine, proactive interest in their employees’ total wellbeing are those that reap the benefits of a more engaged, empowered, and resilient workforce—especially during challenging times like these. 

The State of Employee Wellbeing in 2025 

The Problem: Poor Psychological Safety & Psychosocial Risk Management 

While most organizations are well-equipped to address the bodily stress caused by physical hazards, the real and measurable toll of psychological stressors is often overlooked. 

This oversight comes at a considerable cost to employers—at a grand total of $300 billion a year. Burnout may not leave visible scars like accidents or injuries, but its symptoms and root causes are no less clear.  

Tellingly, while the majority of employees can name the exact psychosocial risks weighing on their wellbeing at work—from unrealistic deadlines and excessive workloads to poor communication and support—one in five suggest their leaders cannot do the same. And with just over half believing their leaders take these concerns seriously and care about them personally, it’s clear: a lack of commitment to psychological safety is quietly undermining employers’ efforts to restore the peace. 

“Unrealistic pressures, unfair treatment, and unclear communication—these can all be just as injurious as wet floors or faulty equipment,” says Oliver Brecht, VP and General Manager of Enterprise Solutions at Workplace Options. “Add to that the fear of being dismissed or rebuked for speaking up or asking for support, and you create a toxic environment where performance comes at the expense of wellbeing. In such cultures, silence and fear become the norm—eroding trust, fueling insecurity, and ultimately driving employees toward burnout.” 

To be well at work, employees need to feel safe bringing their full selves to the job—without fear of judgment or consequences. Yet in most workplaces today, that simply isn’t the case. Instead, workers are expected to contend with “my-way-or-the-highway” attitudes, where if they “can’t stand the heat”—meaning, in most cases, the relentless demands, limited support, and toxic dynamics—they should “get out of the kitchen.” 

All told, recent data shows that among employees experiencing high levels of stress: 

• 4 in 5 blame unsupportive leadership  
• 7 in 10 cite unrealistic time pressures 
• 1 in 2 points to unmanageable workloads 
• 2 in 5 blame a lack of communication  
• -1 in 3 blame interpersonal conflicts 

The Solution: The Center for Organizational Effectiveness 

Ultimately, what people want most are people-first approaches—whether that’s to wellbeing, engagement, health and safety; operations, productivity, or performance. Employees want—and need—to feel seen, valued, and cared for by their employers. They want to trust that their leaders value their feedback and wellbeing as much as their output. They want proof of their impact—whether that’s attained by adjusting workflows or conditions to address their needs or concerns, celebrating individual successes, or inviting them to share their ideas, take risks, and challenge the status quo. Above all, they want to feel connected—to the work that they do, the people they do it with, and the organization they do it for. 

All this starts with psychologically safe work environments. When employees feel seen, heard, valued, and supported, their connection, satisfaction, and engagement deepen. When they feel dismissed or disregarded—when workplaces feel impersonal, hostile, or alienating—that’s when morale, productivity, and wellbeing decline. 

It’s with this understanding in mind that Workplace Options (WPO) has proudly launched the Center for Organizational Effectiveness (COE). Backed by over 40 years of experience and millions of lives under care, the COE partners with organizations to create safe, inclusive environments and resilient, high-performing teams. By leveraging real-time data and predictive analytics, the COE delivers tailored, people-first strategies that respond to each workforce’s unique needs. With expertise in psychological safety, psychosocial risk management, and stress prevention, the COE equips leaders with the tools and insights they need to foster environments where their people can thrive—mentally, emotionally, and professionally.  

“Organizations today are realizing that generic, one-size-fits-all solutions no longer meet the unique needs of their teams,” says Brecht, who led the formation of the COE. “The Center for Organizational Effectiveness empowers leaders to take a more personalized approach—using data and actionable insights to shape solutions that drive lasting, meaningful change.” 

Psychological safety starts with leadership—leaders who embrace the individual strengths, differences, and limitations of their people. By designing environments that reflect and respect those realities, leaders send a powerful message: that employees are not only allowed—but encouraged—to bring their full selves to work without concession. That message, in turn, fosters the trust, connection, and security employees need to raise concerns early, solve problems collaboratively, and overcome challenges in order to succeed—together. 

The result? A more innovative, engaged, and resilient workforce—one better equipped to manage stress, overcome obstacles, and thrive under pressure. 

“The Center for Organizational Effectiveness encourages leaders to recognize that true, sustainable success starts with leadership that listens, uplifts, and honors the individual at work,” Brecht says, “fostering environments where employees feel agentic, supported, and, most of all, engaged.” 

Learn more about the COE at https://consulting.workplaceoptions.com/ 

The Problem: Political Uncertainty 

Given the increasingly blurred lines between work and life—both characterized by ongoing instability and change—it’s no surprise that external stressors are seeping into the workplace. Such is the case with political uncertainty—something a staggering 96 percent of employees say is affecting them at work. 

In the wake of the events of the past year—including the recent presidential election and subsequent administration change—over seven in 10 employees have observed escalating political tensions in the workplace. 91 percent have either witnessed or personally experienced conflicts over political differences, with just as many expressing concerns that political affiliation bias is affecting dynamics, opportunities, and treatment. Meanwhile, four in five employees admit to discussing politics at least weekly—if not daily—a trend that 75 percent say has grown more intense, causing at least half to start avoiding colleagues with opposing views. 

Understandably, all this has taken a massive toll on employees’ mental health, with 75 percent reporting drops in mood and an increase in anxiety. In response, many are now turning to their employers for support—seeking resources and guidance to help address their fears about political turmoil and its impact on wellbeing, cohesion, and trust at work. However, many executives and HR leaders are themselves concerned about navigating this growing volatility—highlighting the urgent need for leadership support. 

The Solution: “From Uncertainty to Resilience: A Leader’s Wellbeing Guide for Navigating Political Transition” (White Paper) 

Periods of political transition can be particularly turbulent—fueling uncertainty, intensifying divisions, and testing the resilience of teams and organizations alike. In climates where polarization runs high, many leaders feel unprepared to address employees’ concerns, unsure of how to respond to emotionally charged conversations or help teams stay connected. 

Recognizing the urgent need for effective, compassionate leadership during times of political uncertainty, WPO has released From Uncertainty to Resilience: A Leader’s Wellbeing Guide for Navigating Political Transition. This new white paper equips leaders and people managers with evidence-based strategies for alleviating stress, building resilience, and fostering psychological safety during periods of change. 

“Political or societal changes bring unique challenges,” says Alan King, President and CEO of Workplace Options. “But where there are obstacles, there are also opportunities for leaders to create stronger, more connected teams. At WPO, we empower organizations with the resources to lead authentically and empathetically, engage employees, and sustain success through uncertain times.” 

Through this guide, WPO highlights the importance of: 

• Visible, authentic, and transparent leadership—helping employees find stability, trust, and clarity in their leaders  
• Safe, open dialogue—creating spaces where employees feel seen, heard, and valued 
• Optimistic, purpose-driven cultures—reframing challenges, celebrating small wins, and nurturing resilience and positivity 
• EAP integration—offering emotional support, practical problem-solving tools, stress management training, and leadership coaching to help employees—and their managers—feel confident, secure, and well at work 

Alleviating employees’ fear and uncertainty isn’t about having all the answers; rather, it’s about leading with transparency, empathy, and consistent communication. It’s about building a culture where employees can express concerns openly, regain a sense of control, and stay connected even across growing divisions. And most of all, it’s about providing the stable environment employees need to adapt, heal, and thrive through change.  

“Supportive leadership doesn’t mean solving every problem or having all the answers,” writes Brecht, who authored the guide. “Instead, leaders should work diligently to create an environment where employees feel valued, understood, and empowered to navigate difficulties with confidence.”  

By respectfully managing political differences at work, taking a clear stance against harassment and bullying, and prioritizing emotional wellbeing—with the support of programs like EAPs—leaders can transform uncertainty into an opportunity: building stronger, more resilient teams ready to succeed through change. 

Download the full guide and uncover more insights at https://www.workplaceoptions.com/whitepapers/from-uncertainty-to-resilience-a-leaders-wellbeing-guide-for-navigating-political-transition/. 

The Problem: Financial Stress 

Costing US employers nearly $200 billion a year alone, financial stress is now one of the most pressing challenges facing the workforce today. Recent findings reveal that over half of employees rank finances as their number one source of stress, with nearly three-quarters struggling to afford anything beyond basic living expenses. The effects of this are far-reaching, with one in five workers citing financial strain as the biggest threat to their workplace wellbeing, while more than 80 percent of HR professionals acknowledge that financial stress negatively impacts employee morale, mental health, performance, and productivity.  

Yet wages alone are not enough to fix this growing crisis. Instead, employees are increasingly looking to their organizations for more holistic support. Four in five employees say they want their employers to actively invest in their financial wellness and literacy—seeking not just fair compensation, but also access to tools, resources, and education that can help them build financial resilience. 

The Solution: “The Workforce Impact of Personal Financial Stress” (White Paper) 

Understanding the role leaders play in supporting employees’ financial wellbeing—beyond salary—can be challenging. Just as critical is recognizing the profound impact financial wellness has on employee engagement, mental health, and performance. That’s where WPO’s white paper, The Workforce Impact of Financial Stress, offers essential guidance—breaking down how financial strain manifests in the workplace and providing clear, evidence-based strategies for meaningful intervention.  

“The details of what [financial] support might look like in a particular organisation should be driven by an understanding of actual employee needs,” the report notes. “A well-crafted array of financial support benefits, tied to the stress-management supports of [an EAP], can have a significant impact on employee health and productivity.” 

The guide empowers leaders to move beyond one-size-fits-all approaches, emphasizing the importance of assessing real workforce needs and delivering targeted, sustainable solutions. Key strategies explored include: 

• Integrating financial and emotional support services to address the interconnected challenges employees face, from debt management to future planning 
• Offering tangible forms of financial assistance, such as employer matches, tuition reimbursement, childcare subsidies, and benevolent funds 
• Embedding financial wellbeing initiatives into a broader culture of care, ensuring alignment with existing mental health and employee support frameworks 

With stagnant growth, persistent inflation, and ongoing financial insecurity continuing to (understandably) cloud Americans’ minds daily—if not constantly—only a more intentional and comprehensive response from leaders can serve as a natural solution. As more employees prioritize financial wellness support when choosing where to work, leaders who take a proactive role in their employees’ holistic wellbeing will be the ones to reap the benefits of a more engaged, resilient, and healthy workforce in 2025 and beyond.

Download the full report to unlock more insights at https://www.workplaceoptions.com/ae/whitepapers/the-workforce-impact-of-personal-financial-stress/. 

Building a Resilient Workforce with Impactful Leadership 

As we move further into 2025, it’s clear that the key to addressing the mounting stress and challenges facing employees today is not in isolated solutions but in a comprehensive, inclusive approach that acknowledges the full spectrum of employee needs. These needs—mental, emotional, financial—are all interwoven, and they demand a leadership style that recognizes and responds to such complexity with clear understanding and empathy.  

The evidence is clear: organizations that proactively support the wellbeing of their employees—through tailored strategies and genuine care—are those that will not only survive but thrive in an increasingly volatile world. Employees are no longer just seeking basic support; they are looking for leaders who truly care—who understand their unique needs and foster environments where they feel seen, heard, valued, and supported. They want leaders who will partner with them to develop solutions that enable them to succeed, together. 

The key takeaway for leaders is simple: while stress in the workplace is inevitable, burnout is not. By adopting a people-first approach to leadership, engagement, and wellbeing, organizations can offer employees the tools, resources, and psychological safety they need to manage stress and enhance their overall wellbeing—ensuring a healthier, more engaged workforce to last for years to come.  

The future of work demands leaders that take into account the evolving and complex needs of the modern workforce and who actively cultivate environments where employees feel empowered, supported, and connected. Leaders who prioritize wellbeing and foster an inclusive, empathetic culture will be the ones who not only drive organizational success but create lasting resilience for their teams—no matter what challenges the future may bring. 

Contact us today to discover how Workplace Options (WPO) can help your organization foster resilient, engaged teams through comprehensive support for their holistic wellbeing. And be sure to find out more about the new Center for Organizational Effectiveness (COE) by visiting https://consulting.workplaceoptions.com/.