Key Takeaways: US Employee Well-being Hit a New Low in 2024
Here’s a summary of the key findings from the Johns Hopkins University study on USโข employee well-being:
overall Decline: โ Employee well-being in the US reached a new low in 2024, continuing aโ downward trend.
Leadership Disconnect: Aโ notable โgap is โขemerging between the well-being of leaders/managers and their employees. While manager well-being โฃ increased in 2024 (potentially due to a return to “normalcy”), โคemployee well-being decreased. Leaders need to avoid assuming their experience reflects that of their teams.
demographic Disparities: Significant disparities persist โขacross demographics:
* Lower scores: Female, African American, Hispanic, and younger employees reported lower well-being scores.
* Younger Workers: Those under 25 have experienced a consistent decline in workplace โฃwell-being since theโค pandemic.
Impact of Remote Work: Theโฃ study suggests a correlation between decreased well-beingโ and “remote work.”
Affected Sectors: Professional services, information technology, health care,โ and education saw notable drops in well-being scores.
Why Well-being Matters: โ The research reinforces that โprioritizing employee well-being is good โฃforโ business, leading to:
* lower turnover
* Increasedโ engagement
* Improved customer service
* Reduced healthcare costs
Key Factors for Well-being: The study measuredโ well-being based on:
* Mental and emotional support
*โค sense of purpose
* Personalโ support
* Financial health
* Meaningful connections
Call toโฃ Action: Leaders are urgedโข to take intentional steps to foster a โคculture that supports well-being, recognizing that a โ”one-size-fits-all” approach is ineffective. Effective leadership can make a significantโค difference.
Source: Johns Hopkins University (https://hub.jhu.edu/2025/11/19/us-employee-well-being-hit-new-low-in-2024/) and conducted in partnership withโ Great Place Toโ Work.
