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Employee well-being is declining at a time when it’s needed most, signaling a shift in the kinds of support employees need.
Erin Seaverson, M.P.H.
Senior Director, The Center for Research, WebMD Health Services
If the pace of change at work feels faster than ever, you’re not alone. We’re navigating economic uncertainty, increasing workloads, new technologies, and new ways of working, all while trying to stay healthy, productive and engaged with work.
When my team at WebMD Health Services surveyed more than 3,800 U.S. employees this year about their well-being and workplace experiences, the results revealed a workforce with evolving needs.
More than 1 in 4 employees now report low well-being — a 39% jump from just two years ago. And while employees feel capable of adapting to change, many don’t feel they have enough support along the way.
Here are four key takeaways organizations can act on:
1. Financial stress is taking a toll
For the third year in a row, financial was the lowest-rated dimension of well-being in our study, with fewer than half of employees reporting they feel good about their financial well-being.
As anyone who’s struggling knows, the impact of financial stress can bleed into the workplace, impacting confidence, focus, and productivity. Employers have an opportunity to expand the support they provide beyond traditional retirement benefits through financial coaching and other tools that help build financial confidence.
2. Middle managers are facing a burnout crisis
Managers are the connective tissue of an organization. They translate strategy into action, coach their teams, drive culture, and balance competing expectations from up, down, and across the org chart.
That responsibility comes at a significant cost. Our research found that the burnout rate for senior managers is more than three times higher than it is for individual contributors and senior leaders.
As organizations continue to evolve, supporting this group requires dedicated resources, development, and well-being support.
3. AI boosts productivity but doesn’t necessarily make work easier
Artificial intelligence is quickly becoming part of everyday work, with 80% of employees reporting they use AI on the job. While many say AI helps them feel more productive, our research found that those experiencing the greatest productivity gains are also the most likely to report burnout.
This suggests that technology alone isn’t the solution. Without thoughtful implementation, training, and clear expectations, tools designed to make work easier can also increase the pace and complexity of work. Organizations that take a human-centered approach — supporting employees as roles and workflows evolve — will be better positioned to harness the benefits of AI while protecting employee well-being.
4. Trust is the foundation of employee well-being
One of the most powerful findings in our research is the connection between trust and the employee experience. Those who express trust in their organization are nearly six times more likely to report strong well-being and 27 times more likely to be highly engaged than those with low trust.
Organizations can build trust through consistent actions that make employees feel valued and supported, like keeping them informed, listening to their feedback, and creating a safe and supportive environment.
While change is inevitable, the path forward is clear. Organizations that demonstrate care, build trust, and provide meaningful well-being support will be better equipped to strengthen their workforce and create the resilience needed to thrive.
Click here to learn more about the state of workplace well-being in 2026
