In 2023, Deloitte's Well-Being at Work Survey* revealed persistently low employee wellbeing levels, with the majority reporting no improvement or a decline in their health over the past year.
The survey highlighted a disconnect between leaders' efforts to promote workforce wellbeing and the employees' perception of these initiatives. Furthermore, it revealed a broader shift in the concept of sustained wellbeing, which encompasses the long-term wellbeing of individuals, organisations, climate, and society, extending beyond current employees.
PwC* reported that employee concerns continue to revolve around factors such as purpose, company culture, and inclusion. In a survey of employees considering changing employers, only 47% find their jobs fulfilling, compared to 57% of those planning to stay. Furthermore, those inclined to change jobs are less likely, by eight percentage points, to feel that they can truly be themselves at work in comparison to their peers who intend to remain (51% vs. 59%).
Worldwide, workers are experiencing heightened financial strain due to a slowing economy and the persistent impact of inflation on their finances. 60% of full-time employees are currently experiencing financial stress, a level even higher than that observed during the peak of the pandemic. Notably, almost half (47%) of employees earning $100,000 or more annually also report financial stress.*
What's the problem?
Organisations that prioritise wellbeing and engagement outperform the industry average by approximately 10% on the Financial Times Stock Exchange (The Mental Health Foundation of New Zealand)
Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work (Salesforce Report)
63% of employers who offer wellness programs report increased financial sustainability and growth. (IFEBP)
The business case for Anova has never been clearer!