2024 workplace wellness research

• The 2024 Work Health Survey was available to the public through the MHA Screening website between April 15 and July 9, 2024. The survey included 18 items selected as measures for employee well-being, trust, appreciation, psychological safety, and support and collected 3,915 U.S.-based responses in two months.
• Survey responses were scored on a 1-6 Likert scale: 1 – Strongly disagree, 2 – Disagree, 3 – Somewhat disagree, 4 – Somewhat agree, 5 – Agree, 6 – Strongly agree. Inverse scoring was used for negatively worded statements. For example, in the statement, "My employer appreciates me for my contributions," one point is assigned for every "strongly disagree" response and six points for every "strongly agree." For the question, "My work stress affects the amount or quality of my sleep," six points were assigned to every "strongly disagree" and one point to every "strongly agree." Lower scores indicate an unhealthy workplace. High scores indicate a healthy workplace. The final score for each respondent represented the sum of all ratings, while the average was determined by a collective sum divided by all respondents.
• Correlation coefficients were computed against the overall work health score for each question. Question 3 (“My employer appreciates me for my contributions”) and Question 11 (“I feel like I belong in my workplace”) had the strongest correlation to the overall score (r=0.792 and r=0.783, respectively). Question 4 (“My work stress affects the amount or quality of my sleep”) had the weakest correlation to the overall score (r=0.420).
• In addition, the sum of each respondent's responses was categorized into the following quartiles: unhealthy (overall work health score is between 17 and 38), moderately unhealthy (score between 39 and 59), moderately healthy (score between 60 and 80), and healthy (score between 81 and 102), to compare the practices of healthy and unhealthy workplaces in each section. Overall, the average work health score was 57.55, the median 57, and the mode 49.
• The Work Health Survey respondents were likely to find the survey when searching for mental health support through mhascreening.org. The sample weighs heavily among users experiencing other mental health concerns or experiencing problems with work that might exacerbate mental health concerns. Rather than reflecting the general population, MHA's survey respondents represent employees at higher risk of poor mental health and well-being. The convenience sample allows MHA to evaluate the challenges and opportunities impacting those with the highest needs.

The Work Health Survey included the following statements:

1. I know how my efforts contribute to my organization’s success.
2. I can structure my schedule or workload to meet my needs.
3. My employer appreciates me for my contributions.
4. My work stress affects the amount or quality of my sleep.
5. I feel confident expressing my opinions with my team.
6. My employer makes changes based on workers’ feedback.
7. My work is energizing and fulfilling.
8. My employer ensures its benefits meet its workers’ needs.
9. My employer pays its workers what they deserve.
10. My employer invests in developing fair and supportive people managers.
11. I feel like I belong in my workplace.
12. I can be myself at work without facing negative consequences.
13. My work stress affects my relationships with family and friends.
14. I trust my team will support my work activities.
15. My employer values workers’ productivity over micromanagement.
16. My employer encourages clear and transparent communication at all levels.
17. I feel confident advocating for my or others’ needs at my organization.
18. Please check all that apply. My employer offers the following policies or benefits:
    • Affinity, business, or employee resource group(s)
    • Benefits navigator, advocate, or concierge service
    • Employee Assistance Program (EAP)
    • Employee recognition program
    • Family benefits (e.g., paid parental leave, childcare, adoption, fertility assistance, etc.)
    • Generous paid time off (e.g., vacation, sick, personal, wellness, etc.)
    • Mentorship program
    • Merit-based salary increases
    • Professional growth opportunities (e.g., professional courses, certification, training, etc.)
    • Remote, hybrid, or flexible work options
    • Training for people managers
    • Transparent compensation policy
    • Volunteer opportunities
    • Other benefits (e.g., financial planning, tuition or student loan assistance, etc.)
    • None of the above

The survey collected optional demographic and work environment information, including gender and racial/ethnic identity, age range, employment status, position, function, work location, organizational size, and industry. The following age ranges define the generations referenced throughout the report: Generation Z (ages 15 to 22), Millennials (ages 23 to 38), Generation X (ages 39 to 54), Baby Boomers (ages 55 to 73), and the Silent Generation (ages 74 and older). Work locations include employees who work in an office or set work location, have remote, hybrid, or flexible options to work from home or another location, or work in various locations. All optional demographic questions are listed in Appendix B.