Survival Mode: For Many Employees, the Struggle Is Real

In some contexts (say, quicksand encounters or parachute malfunctions) the concept of survival is a positive one. But when it comes to everyday life, the connotations shift.

According to The O.C. Tanner 2025 Global Culture Report, nearly a third of employees are operating in a state of mere survival: They’re stalling out professionally, burning out mentally, and floundering financially. And survival mode isn’t a temporary phase—it’s a chronic condition that affects job performance and overall wellbeing.

The six factors of survival mode

Survival mode is characterized by several circumstances:

1. Financial insecurity: Many employees are unable to cover their basic expenses, leading to constant stress, anxiety, and, often, negative health outcomes.

2. Poor life balance: The difficulty of juggling the demands of work and life leaves little room for decompression or personal growth. Important to-dos often fall through the cracks.

3. Lack of opportunity: Without clear paths for advancement, employees feel stagnant and unmotivated.

4. Insufficient resources: Employees often lack the tools and support they need to do their jobs effectively.

5. Limited autonomy: When employees lack control over their work environment and tasks, they can feel helpless and disinvested.

6. Hopelessness about the future: A prolonged lack of resources and opportunities can make optimism virtually impossible.

It’s easy to see how these factors can exacerbate one another. For example, employees who lack the resources they need to do their jobs effectively are likely to spend disproportionate bandwidth dealing with the fallout, leading to poor life balance, less time to deal with family, health, or financial issues, and so on.

‍Want to dig deeper into the data? Read “Working to Survive” in the 2025 Global Culture Report.

The role of Total Rewards in the employee experience

Even your most engaged employees are at risk of leaving if they’re bogged down by the weight of survival. To help employees move out of survival mode, start by considering the way Total Rewards factor into their experience—and how you might reimagine them.

Total Rewards programs have traditionally been seen as bonuses or retention tools, but our research shows their real power lies in their ability to demonstrate care by addressing employees’ fundamental needs. This includes adequate compensation, comprehensive health benefits, and other resources that promote stability and security. When employees feel secure, they’re more likely to be engaged and productive.

When meeting employee needs, start with the basics

Until employees meet their financial and health needs, aspirations such as mentoring others, finding fulfillment at work, or intentionally impacting organizational success just aren’t on the table—and therefore, Total Rewards offerings such as skill building or career development simply aren’t relevant.

The offerings that DO matter for those in survival mode? Compensation and mental and physical health benefits.

In order to create a stable and supportive work environment and move employees from “surviving” to “thriving,” start by configuring your Total Rewards to meet their basic financial and health needs.

Beyond survival: thriving at work

Once basic needs are met, you can shift your focus to helping employees thrive. Start thinking about how to integrate recognition into the everyday work experience, provide more flexibility, and offer opportunities for growth. When employees feel valued and have the chance to develop their skills, they’re more likely to stay with your organization and positively contribute to your culture and mission.

It’s important to note that offering people-centered Total Rewards is only half the battle. It’s also crucial that your people know these rewards exist, how to access them, and that they’re more than just “rewards.” (Let’s face it: The name is part of the problem.)

When employees understand the benefits available to them, they’re 101% more likely to trust their organization, 94% more likely to feel valued, and 60% more likely to want to stay with their employer for another year.

A call to action

It’s time for employers to show genuine care and commitment to their workforce. By addressing the root causes of survival mode and meeting employees’ basic needs, you can lay the foundation for a thriving culture with better individual and organizational outcomes. For more research and insights about employees working to survive, visit our 2025 Global Culture Report.

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O.C. Tanner is the global leader in software and services that improve workplace culture through meaningful employee recognition experiences. Learn how Culture Cloud® can augment your Total Rewards in ways that make a difference for your people.