The Lingering Impact of the Pandemic on Employee Wellbeing and Market Performance !
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
📉 Global work wellbeing levels have yet to recover from the pandemic, with stress being a major contributor to low wellbeing.
💡 There is a strong positive correlation between employee wellbeing and a company’s performance.
🚀 When employees feel valued and essential at work, they are more likely to stay and perform at their best.
❌ Despite most managers acknowledging the importance of workplace wellbeing, they often fail to prioritize it as an organizational goal.
🦾a simulated portfolio of the top 100 companies in Indeed’s wellbeing surveys consistently outperformed major stock market indices, according to a new interesting research published by University of Oxford Wellbeing Research Centre using data 📊 from the recruitment website Indeed of 1 million workers at 1,782 publicly listed US companies.
✅How to measure Wellbeing?
Developed in partnership with leading happiness and wellbeing experts, Indeed's Work Wellbeing Score is a composite metric that measures the key outcomes of work wellbeing.
☝️ Researchers have identified the key the indicators of work wellbeing: happiness, purpose, stress, and satisfaction. Additionally, they measure the 11 drivers that influence these indicators.
✅Global Workplace Wellbeing Still Struggling to Recover Post-Pandemic
Researchers noticed that when looking at the state of survey respondents globally, today’s workforce has not rebounded to pre-pandemic levels.
📉 In fact, over the last four years it has continued to decline. Indeed began collecting wellbeing data in October 2019, just before the onset of COVID-19. This timing offers a view of wellbeing trends before, during, and after the pandemic which now reveals its lasting impacts.
✅The link between Work wellbeing and stock performance
Researchers have discovered that investing in the top 100 companies for wellbeing would have resulted in returns 11% higher than those of the S&P 500. If you had invested in the Work Wellbeing 100 companies in January 2021, by July 2024, your returns would be 11% greater than the S&P 500’s.
💥 Researchers concluded that prioritizing work wellbeing is not just a perk but a crucial business strategy.
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✅Drivers of work wellbeing
Researchers identified the primary factors driving work wellbeing:
➡️ Learning, Achievement, Energy
➡️ Belonging, Inclusion, Support, Manager Support, Appreciation
➡️ Compensation, Trust, Flexibility
They also outlined the pathways to enhanced performance:
✔️ Raise productivity
✔️ Recruit talent
✔️ Retain talent
☝️ 𝙈𝙮 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙫𝙞𝙚𝙬: This remarkable study uncovered fascinating insights into the key drivers of wellbeing and their connection to performance. Researchers found that companies with higher work wellbeing scores enjoy better valuations, improved return on assets, and increased profits.
Prioritizing people has never been more crucial, and as interest grows among investors, employers, and society, it’s clear that employee wellbeing is no longer just a nice-to-have—it’s essential.
🙏Thank you University of Oxford and Indeed researchers team for sharing these insightful findings: LaFawn Davis Jan-Emmanuel De Neve George Ward
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Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
6dInsightful! The post-pandemic world has reshaped workplace priorities, yet many organizations are still playing catch-up. The data is striking: companies that prioritize employee wellbeing consistently outperform stock market indices, proving that happier employees drive stronger business outcomes. Too often, wellbeing is dismissed as an HR initiative rather than recognized as a critical performance driver. This research shifts that perspective, showing how investing in wellbeing not only reduces turnover but also enhances profitability and market returns. The challenge isn’t a lack of awareness—it’s the gap between understanding its importance and taking meaningful action. Thank you for sharing!
Industry Veteran | Exploring Future of Work | Great Manager’s Coach & Mentor
6dNeed to understand that the world recovered fast from the pandemic, BUT the cost of such recovery wa(i)s huge. 🏷️ From burnout to the mental health crisis, the price tag wa(i)s steep. 📉 While market numbers bounced back, employee wellbeing took a hit. Thanks for sharing Nicolas BEHBAHANI 🎯 Yes, a thriving business is built on the wellbeing of its people. 🎢 We got through it, but let's not forget the lessons learned. A good model proposed - thanks to researchers. On the ❓- IKIGAI (PURPOSE) Nothing more, Nothing less. I - Integrate Wellbeing Programs - Physical, Psychological. K - Keep Communication Open. I - Invest in People Development - Personalised. G - Generate a Supportive Culture. A - Align Purpose with Work (Org + Personal). I - Implement Flexible Policies.
Trusted Advisor, Speaker, Executive Coach, Ageless Rebel, Leadership Development Innovator, "Total Life" Leader Guide, President, The Michaelson Leadership Group
6dNicolas, thank you so much for your fantastic content and narrative. I think checking in is essential. What you check in about and what intentions guide this connection are critical. The whole employee-manager relationship hinges on trust and intention --most managers have no models to align the two. You can check the box or transform the alignment of these check-in"s to a how. can you thrive and how can I support you
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
1wAs you might expect, I would prefer to replace 'Raise Productivity' with 'Improve Human Performance' which covers both capability and productivity and enhances employee experience and engagement (in both their work and the organisation). I wrote an article on this a while ago which was shared widely. It can still be found on the Specialist Human Resources Limited Business Page here on LinkedIn. Well being deteriorated during the COVID Lockdowns when people worked remotely, with many reporting the fact that they felt lonely and disconnected. As you have highlighted through this research Nicolas. there has been a slow recovery in ensuring that well being is being well managed. This is an area that requires constant monitoring by HR Professionals (on behalf of the employer). Great post Nicolas, thank you so much for sharing it.
I build effective Compensation & Benefits structures for GCC-based organizations. To win in the talent market.
1wExactly, regular check-ins are key to connection. Nicolas BEHBAHANI Supporting employees boosts productivity and retention.