Again there’s an improvement on the 2020 data, with a 12% increase in the respondents who think their immediate manager is suitably skilled to identify and deal with employee wellbeing issues. 32% of respondents believe they are not suitably skilled, down from 45% in 2022, and another 29% that they are only partially skilled.
Again it’s good news but with a caveat – while this is an improvement on the 2020 data, six out of ten employees think their immediate line manager isn’t fully able to identify and deal with employee wellbeing issues.
Q6. Does your organization have suitable mechanisms for preventing and helping with employee wellbeing issues?
The results are shown in the table below, along with the 2020 responses.