Regence and Portland Business Journal Workforce Health Survey Results: Executive Summary

Regence BlueCross BlueShield of Oregon partnered with the Portland Business Journal to survey 172 Portland-area employees and executives on workforce health and wellness. Below is a summary of key results.

Thank you for attending our event and engaging in critical discussions around innovative solutions for the future of workforce health.

Key Survey Results:

• Employers are putting more emphasis on the health and wellness of their employees. Nearly three-quarters (73%) consider the overall health and wellness of their workforce to be either good or excellent.
   
• While 79% feel there is increased pressure on employers to adapt quickly to changing employee health needs; most (77%) believe their company has been effective in meeting those health and wellness needs. However, only 45% say those strategies are innovative, such as four-day work weeks.
   
• The most important elements of an effective workforce health and wellness program include communication (13%), supportive leadership (11%), access to affordable care (7%) and flexibility (7%).
   
• Challenges to implementing an effective workforce health program were budget constraints (41%), time constraints (38%) and remote-work challenges (30%).
   
• The four most common initiatives implemented by companies to improve workforce health for employees: Flexible work hours (56%), clear communication of expectations (45%), hybrid work policies (45%) and professional development opportunities (45%).
   
• Exactly half stated their company implemented programs to improve employee engagement and retention. The top three programs implemented were better compensation (16%), social gatherings or retreats, (15%) and employee recognition or awards (15%).
   
• While companies have instituted wellness benefits (23%) or social events (15%) to create a stronger workforce, employees would like to see better communication (25%), improved health and wellness benefits (17%), and better work/life balance (8%).
   
• There’s been a large decrease in the rate of employee burnout. Just 26% said they frequently or constantly experienced burnout, compared to 59% in 2022.
   
• However, many feel their company could do a better job addressing burnout. More than half (52%) rate their company as fair or poor at addressing workplace burnout.
   
• A high-stress work environment (60%) and staff shortages (50%) remain the top two reasons for employee burnout. External factors such as financial uncertainties (40%) and economic uncertainties (38%) have also had a large impact on the overall health and wellness of the workforce.
   
• There’s been a larger emphasis by employers to educate employees about burnout as more than half (51%) stated their company educated leadership on the signs of employee burnout. A majority (69%) also stated their company encourages managers and employees to discuss emotional wellness.

Click here to download a PDF of the Executive Summary.