The Global Workplace Report 2024 presents a detailed analysis of employee happiness and its impact on workplace dynamics, drawing on over 400,000 responses from employees across 100,000 organisations globally.
Compiled by WorkL and informed by the book Happy Economics by its founder, Lord Mark Price, the report examines trends from January to September 2024, and describes happiness as a crucial economic driver – with employee satisfaction influencing organisational success, workplace engagement, and productivity.
Lord Mark Price, Founder of WorkL and WorkL for Business, said, “This year’s data reflects a growing workforce demand for better pay, flexibility, mental health support, and career development. These findings suggest that employers must adapt to shifting priorities in order to stay competitive and retain talent in a dynamic global market.
“Workplace happiness is essential for economic success and productivity. Companies that prioritise employee wellbeing and engagement not only see a stronger bottom line but also build a workforce that’s motivated, loyal, and better equipped to face future challenges.”
Happiness Across Industries
The Technology sector leads in workplace happiness globally, with a score of 78 percent, outperforming the global average of 73 percent. In contrast, Retail (68%) and Hospitality (71%) sectors lag behind, grappling with recruitment challenges and lower employee satisfaction. The hospitality sector, for example, continues to face a staff shortage, with over 100,000 vacancies as of June 2024, according to the Office for National Statistics. Overall pay satisfaction is at 66 percent.
Mental health is a growing priority, particularly for employees aged 25-34, nearly half of whom identified it as a critical factor. The report emphasises the need for employers to provide proactive mental health support and foster a sense of purpose at work.
The report highlights concerns surrounding productivity and ‘worklessness’ in the UK. Poor health and dissatisfaction are cited as key contributors. Over 1,100 comments from UK employees related to health and sick leave, with 18 percent calling for more sick days or better sick pay.
James Perry, Co-Founder & Co-Chair of COOK, said, “The central woe of the UK economy is a productivity problem, with an associated worklessness problem. If our country wants to turn this around it needs to change the value equation for workers. Very early in COOK’s journey, we made the decision that we would not see our colleagues as units of production who sold their time to us. We chose instead to see them as people, with lives and loves and families. People with hopes and concerns, who want to build a better future for themselves and their children.”
Flexibility, Remote Work, and Four-Day Work Week
Commuting remains a contentious issue, with many employees seeking reduced travel times or opportunities to work remotely. Nearly 3,000 respondents identified commuting as a barrier to work-life balance. Requests for company cars, travel subsidies, and flexible schedules were common, especially in the Health and Social Care sector, which accounted for 17 percent of comments on travel-related concerns.
As companies like Amazon advocate for office returns, the report highlights the growing popularity of remote and hybrid work arrangements, which doubled since 2019. Where remote work is not feasible the four-day work week, currently piloted in several countries, also has potential to boost workplace satisfaction.
Over 4,000 respondents identified flexibility as an area for improvement. While working hours were the most commonly mentioned aspect (20 percent), remote or hybrid working also featured prominently. Employees from Financial Services, Technology, and Health and Social Care sectors highlighted the importance of working from home or reducing in-office hours to accommodate personal needs. Women, particularly in the Health and Social Care sector, are twice as likely as men (64% versus 36%) to cite flexibility as essential.
Generation Z: Shifting Workplace Dynamics
Generation Z, comprising employees born between 1997 and 2012, is shaping the modern workplace. The report addresses criticisms often levelled at this group, such as perceived skill gaps or lack of ambition, while highlighting their unique expectations, including a demand for better management practices.
Jordan Schwarzenberger, Co-Founder of Arcade Media and Manager of Europe’s biggest YouTube group, The Sidemen, said, “Gen Z are needed, and this is becoming known: in less stuffy industries, Gen Z aren’t stigmatised upon entry, because they are needed for evolution. Especially in media. That said, the shift in how young people manage corporate culture is a big step change for millennials and Gen X. Pub on Thursday? Gone. After work socials? Can’t afford it. Things have shifted big time and it will take a second for the older guard to catch on.
“Gen Z are exceptional when they’re great, and terrible when they’re not. In other words there is a greater divide between the good and the bad amongst this generation in my experience. Primarily down to attitude. Because of the apathy this generation largely has in life due to macro socio-economic factors beyond their control, a solid attitude is hard to come by. But when you find them, they’re superstars. I’ve seen this over the years time and time again. They either have the desire to smash it, and do, or they have little energy and clock out as quick as they clock in.”
