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2024 Employee Wellbeing Data Since the Pandemic

For many companies, the pandemic seemed like a lifetime ago, but its impact has drastically changed how many organisations work.

Whether it’s the shift to more remote teams, the implementation of flexible hours, or the adoption of new technologies, these changes have fundamentally altered the way we work.

In this blog, we will explore how employee data has evolved since the pandemic, examining shifts in productivity, job satisfaction, and overall employment trends.

We’ll look at 5 key areas that have changed since the pandemic and provide the resources to help do something about them.

As an organisation who delivers employee wellbeing services to help support companies, we found this data very interesting.


Since The Pandemic, Companies Stopped Caring About This… (Video)

5 Employee Wellbeing Changes Since the Pandemic

Since The Pandemic, Companies Stopped Caring About This… (Video)

5 Employee Wellbeing Changes Since the Pandemic

According to employee benefits, wellbeing levels in companies have fallen from 73% to 66% since the pandemic.

We’ll look at 5 key areas that have seemed to change since covid-19.

1. Work-Life Balance

According to Aviva, more employees are attracted to their current role for the work-life balance, rather than the salary, since the pandemic.

It seems that employee priorities have now shifted.

Aviva also shared that nine out of ten employees said workplace benefits (other than salary) improve their overall happiness.

Nine out of ten employees also said they want to see improvements in their workplace benefits package over the next 12 months.

So, what can companies do to support this?

Allowing flexible working can be a great place to start.

With the ability to work from home, some employees dread the commute and many are often more productive at home.

Employers can also offer employee perks.

Whether it’s free health insurance, paid time off, employee wellbeing programs regular onsite massage, or other perks, these are factors many employees are prioritising since the pandemic.


2. Employee Support

According to a survey by people management nine out of ten employers think that employees need more wellbeing support post-covid.

They surveyed 500 HR decision-makers.

The results found that 86% believed staff require more health and wellbeing support since the pandemic.

A fifth also said they were worried about the physical health of staff.

This proved to be of concern, particularly with the ongoing difficulty getting GP appointments.

Whether through employee assistance programs, educational training, health and wellbeing resources, or other initiatives, companies must continue to support their people.


3. Workload

One of the biggest reasons for employee stress is excessive workload.

Highly stressed employees can lead to miserable people creating a bad workplace culture.

This can result in increased staff turnover, more stress for others, and a poor working environment.

According to Fortune, about 82% of employees are at risk of burnout this year, but only half of employers design work with wellbeing in mind.

Mercer’s Global Talent Trend also has some interesting data.

The report shows that 32% of people say that a workload that is too high or unsustainable is the reason for their lack of productivity.

If excessive workload is causing stress, burnout, and poor productivity, employers must take action before it’s too late.

Employers can find ways to make the workload more manageable.

This could be by providing training on managing time more effectively.

It could be hiring an extra pair of hands where possible.

Companies that do not support their staff will learn the hard way.

Workload among employees has seemed to be similar during and post-pandemic.

Although I’m sure this depends on the industry.


4. Employee Connection

Research from Gallup has shown that having a best friend at work has become more important since the start of the pandemic.

Even with the increase in remote and hybrid work, employees want to feel connected to their colleagues.

Data has shown that those who have a best friend at work are more likely to:

  • Engage customers and internal partners
  • Be more productive
  • Support a safe workplace
  • Innovate and share ideas
  • Have fun at work

Employee connection is a vital part of a healthy workplace.

Building relationships at work is not always easy for employees.

Companies can help support and facilitate this in a range of ways.

Whether it’s organising work socials, company events, team building workshops, employee resource groups, or other initiatives, helping to build employee connection can help to benefit any organisation.


5. Mental Health

The pandemic highlighted to us all just how important our health is, including our mental health.

However, research suggests that employee mental health challenges still remain after the pandemic.

According to the 2024 Voice of the Workplace report from Calm seven out of ten employees say their mental health has stayed the same or worsened in the past year.

The report also highlighted that 61% of people have felt down, depressed, or hopeless with eight out of ten employees saying they have struggled with nervousness, anxiousness, and stress.

Data like this highlights the importance of supporting employee mental health for any organisation.

As we reflect on the profound impacts of the pandemic on workplace dynamics, it’s evident that the path forward demands a renewed focus on employee wellbeing.

The insights from shifts in work-life balance, support systems, workload expectations, workplace connections, and mental health strategies highlight a transformative era in organisational culture.

For companies dedicated to navigating this new reality, the commitment to enhancing employee wellbeing is not just beneficial but essential for fostering a productive, loyal, and satisfied workforce.

At Loving Life, we take pride in helping companies support their employees.

Get in contact to see how we can work together!

Author –

Tyler Lowe – Health & Wellbeing Speaker

BSc Sport & Exercise Rehabilitation