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Well-being is up. Resiliency is not.

How are employees truly doing today? 

Our national survey of more than 2,000 employees and 400 employers shows that overall, well-being is in a strong place. Employees rate their well-being 7.5 out of 10, and 60% say their employer’s support is “good” or “excellent.” 

But underneath that stability lies a growing risk: Only 35% of employees say they "always" feel resilient. 

That means two-thirds of the workforce recover from stress only sometimes, making them more vulnerable to burnout, performance dips, and disengagement. 

Why resiliency matters now

Resiliency determines whether employees can: 

  • Recover from setbacks 
  • Stay focused under pressure 
  • Adapt to change 
  • Maintain performance 
  • Avoid burnout 

Well-being helps employees feel okay today. Resiliency determines whether they stay okay tomorrow.

Our research also reveals a disconnect. Employees say they need time, flexibility, balance, and recovery to help with resiliency. Employers have been primarily focused on programs to help build well-being. 

Well-being programs are still very important and valued in the workplace, but employees say they need to be accompanied with structural changes like policies around PTO and flexible hours. 

Employers themselves admit major gaps in being able to build resiliency: 

  • 33% need stronger manager empathy + post-stress check-ins 
  • 33% need better communication about resources 
  • 30% need more flexible leave policies 

This marks a turning point. The modern workforce requires well-being + resiliency, a combined approach that supports employees both day to day and during life’s inevitable challenges. 

Key takeaways for employers

  1. Recognize that well-being is stable, but resiliency is strained. 
  2. Identify where resiliency breaks down (fatigue, financial stress, focus issues). 
  3. Evolve your strategy from "help employees feel well" to “help them feel well + bounce back well." 
  4. Build a resiliency-supportive culture grounded in recovery, flexibility, financial stability, and strong manager support. 

Source: New York Life Group Benefit Solutions survey conducted by Morning Consult between November 21 – December 3, 2025 among a sample of 2002 U.S. employees and 400 employers in the private sector or government. The interviews were conducted online and the data was weighted to approximate a target sample based on gender. Results from the full survey have a margin of error of plus or minus two percentage points. 

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