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The Hidden Cost of Financial Stress in the Workplace

In this post, we examine the often-underestimated impact of financial stress on overall employee productivity. Financial stress can lead to decreased mental focus, diminished engagement, and higher absentee rates. By understanding these hidden costs, companies can make more informed decisions about their employees' financial wellness programs.


GlowPay - The hidden cost of financial stress in the workplace

In today's fast-paced work environment, employee productivity is a critical aspect of an organisation's success. However, one often underestimated factor that affects this productivity is financial stress. More than just an individual concern, financial stress can have significant implications on a business's bottom line. By understanding these hidden costs, companies can make more informed decisions about their employees' financial wellness programs.


Financial Stress in the Workplace


Financial stress is not a trivial matter. A study* by the American Psychological Association found that 66% of Americans reported feeling stressed about money at least some of the time during the month. Stress doesn't exist in a vacuum. It spills over into all aspects of life, including work. Financial stress can lead to a decrease in mental focus, diminished engagement, higher absentee rates, and even health issues that each can translate into increased costs for the company.


Absenteeism is a common manifestation of financial stress. Employees under significant financial strain might opt to take additional part-time jobs, leading to potential scheduling conflicts and exhaustion. This can cause them to miss work or underperform, thereby affecting overall productivity. Furthermore, the strain of financial worries can lead to health issues, such as anxiety and sleep deprivation, causing further absences from work.


When employees are worried about their financial situation, they are less likely to be fully engaged in their work. This distraction and split focus can result in lower productivity levels. This ‘presentee-ism’ – rather than absenteeism – can lead to mistakes, lower quality of work, and reduced output. For instance, a worker concerned about getting expensive treatment for a beloved pet might be thinking more about their financial predicament rather than the task at hand. Employees experiencing financial stress spend approximately 2 days per month* thinking about their money issues, rather than being focused on work.


Financial stress can also lead to higher turnover rates. Employees who are not financially secure are a retention risk and might be more likely to look for other jobs that offer higher salaries or better financial benefits. The process of hiring and training new employees can be expensive for companies, so this increased turnover rate can represent a significant hidden cost.


The Answer: Financial Wellness Programs


So, what can companies do to mitigate the effects of financial stress on their employees? The answer lies in implementing robust financial wellness programs. A financial wellness program educates employees about financial management, helping them make informed decisions about budgeting, saving, and investing. These programs can also offer personalised advice and resources to help employees manage their financial stress effectively.


These financial wellness initiatives do more than just alleviate employees' financial worries; they can lead to a more engaged, productive, and loyal workforce. When employees feel that their employer genuinely cares about their well-being, they are more likely to feel engaged and committed to their job.


In conclusion, the hidden cost of financial stress in the workplace is a problem that companies cannot afford to ignore. By implementing effective financial wellness programs, companies can not only improve their bottom line but also create a healthier and more productive work environment.



References


American Psychological Association: "2022 Stress in America Survey"


WTW: "2022 Global Benefits Attitudes Survey"

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