In 2023, Gallup’s State of the Global Workplace report revealed a concerning trend: global employee engagement stagnated, and employee well-being declined. While engagement remains relatively high, the lack of further progress is troubling, especially when considering the direct consequences on organisational productivity and employee mental health. Gallup’s 2024 study, based on data from 183,000 business units across 90 countries, provides a more detailed view of the situation. It finds that teams in the top quartile of employee engagement achieve 23% higher profitability than those in the bottom quartile.
Moreover, the report highlights that a significant portion of the global workforce is struggling emotionally. 41% of employees reported experiencing high levels of stress the previous day, and 20% experienced loneliness. These statistics point to a crucial need for organisations to focus on supporting their employees’ mental, emotional, and physical well-being.
Jayraj Lutchmun, founder of LetsBe, a platform that specialises in creating personalised employee well-being programmes, is at the forefront of addressing these challenges. His expertise highlights the importance of trust, emotional support, leadership training, and holistic well-being solutions to create healthier and more engaged workplaces.
Trust: The bedrock of healthy employer-employee dynamics
Jayraj views trust as fundamental to fostering a thriving organisational culture. He explains, “Trust is built when employers are sensitive to individual needs, allowing employees to express their humanity while providing space for growth and recovery.” For Jayraj, building trust is not a one-time effort but a continuous process that requires consistent attention from employers.
This perspective is supported by Gallup’s 2024 findings, which emphasise that trust is a central factor in employee engagement. Employees who trust their leaders tend to experience higher engagement levels, reduced stress, and increased satisfaction.
Jayraj stresses, “Flexibility, such as remote work, can actually help foster resilience and improve productivity.” Gallup’s data backs this up, showing that employees in flexible environments report lower stress and greater engagement. Also, while some employers may overestimate the disruption that these policies might cause, Gallup’s report highlights that flexible work policies are key in building trust in leaders without sacrificing productivity.
Emotional support systems
Jayraj explains, “Providing emotional support helps employees feel genuinely cared for, which builds trust.” He notes the provision of emotional support is not just about offering resources but about fostering an environment where individuals feel secure in seeking help.
This aligns with the findings in Gallup’s 2024 report, which highlights the rise in employee stress and loneliness. With 41% of employees reporting significant stress and 20% feeling lonely on a daily basis, the need for emotional support within the workplace has never been more urgent.
Jayraj advocates for offering services such as counselling, mental health resources, and resilience training to help employees process emotions, manage stress, and regain focus. For example, counselling can help employees cope with grief, while support sessions for burnout can aid in rebuilding resilience, leading to improved long-term productivity.
“Clear communication is key,” Jayraj continues. “Present emotional support as a tool for growth and well-being and reassure employees of confidentiality. Normalise these services to remove any stigma.” Ensuring employees are aware of these resources and that they will be treated with respect and care is critical to creating a supportive and trusting workplace culture.
Gallup’s data supports this approach, revealing that in countries with strong labour protection, such as restricted working hours and paid annual leave, employees report lower levels of daily stress. This indicates that when organisations prioritise employees’ well-being through supportive policies and emotional support, stress levels decrease, and engagement improves.
Holistic well-being: A balanced approach
Jayraj advocates for a holistic approach to employee well-being, emphasising that organisations must address not only mental health but also physical and emotional health. He explains, “Holistic programmes that address mental, emotional, and physical health are the most impactful.” For Jayraj, the key to improving overall employee well-being is integrating physical health initiatives with emotional and mental health support, creating a comprehensive approach that supports the whole person.
This perspective is echoed in Gallup’s 2024 report, which highlights that while 34% of employees are thriving in their overall well-being, a significant proportion still struggle with stress and loneliness. Gallup’s findings suggest that a more balanced approach—one that goes beyond mental health—could be the solution to improving well-being across the workforce. By combining physical health programmes with professional development and emotional support, organisations can take a more effective and all-encompassing approach to employee care.
Jayraj also underscores the importance of training leaders in emotional intelligence, noting that “leaders must be equipped to listen actively, set boundaries, and respond empathetically to employees’ needs.” This focus on leadership development, along with employee well-being initiatives, creates a healthier, more resilient workforce and a more engaged team.
Gallup’s findings support this, showing that when organisations take a holistic approach, employees experience better engagement, satisfaction, and overall well-being.
The employee perspective
From the employee’s perspective, the company culture plays a pivotal role in determining how comfortable they feel about discussing their well-being. As Jayraj explains, employees often hesitate to reach out for support because they fear being judged or perceived as weak. “When managers demonstrate genuine care and build an inclusive environment, employees feel more comfortable opening up,” says Jayraj.
Managers can play a crucial role in identifying potential issues before they escalate. Jayraj highlights some signs that managers should watch out for, such as:
- Irritability or mood swings
- Decreased productivity or disengagement
- Difficulty making decisions or a loss of confidence
Training managers to recognise these signs and respond with empathy is key to preventing more serious issues. “Managers should be trained to identify these behavioural changes and know how to provide the right resources, like support programmes,” Jayraj suggests. Creating a supportive environment where employees feel safe to share their challenges without fear of judgement is vital for building trust and promoting well-being.
Industry-specific needs: Tailored support for unique challenges
Jayraj emphasises the importance of recognising the unique challenges faced by employees in different industries such as tech, healthcare, and finance. He explains, “Tailored solutions are required for these industries, recognising the distinct needs of each.” For Jayraj, understanding sector-specific challenges is essential in providing the right support to employees and addressing their stress and burnout effectively.
Gallup’s State of the Global Workplace report highlights how employees in fast-paced sectors like tech, healthcare, and finance experience heightened levels of stress, burnout, and anxiety. In the tech industry, for instance, Jayraj points out that “burnout is a significant issue due to the fast pace of innovation.” He suggests that mindfulness and resilience training can help employees in these sectors manage stress. In healthcare, where compassion fatigue is a serious concern, Jayraj advocates for emotional regulation and peer support programmes, while in finance, stress management programmes are key to helping employees handle the pressure of high performance.
By understanding the specific needs of employees within different industries, organisations can implement tailored well-being programmes that reduce stress, promote mental health, and improve overall productivity. Gallup’s findings support this approach, demonstrating that when organisations tailor their well-being initiatives to the unique challenges of each industry, they help employees manage stress more effectively and boost engagement.
Employee engagement: The long-term benefits
Jayraj emphasises the critical role of trust in fostering long-term employee engagement. He notes that when employees trust their employers, it leads to:
- Higher engagement and motivation
- Stronger team cohesion
- Better retention and job satisfaction
“Trust builds a collaborative environment where employees are more invested in organisational goals,” Jayraj explains. When employees feel supported and valued, they are more likely to stay committed to the company’s vision, contributing to better performance and long-term success.
Gallup’s research highlights the direct link between employee engagement and organisational profitability. Teams in the top quartile of employee engagement achieve 23% higher profitability than those in the bottom quartile. This underscores the importance of trust, well-being, and engagement for the long-term success of an organisation.
Jayraj further stresses that consistency in supporting employee well-being is essential for sustaining success. “Programmes should evolve with employee needs and focus on long-term growth, much like how we approach holistic development,” he adds. By regularly assessing and adapting well-being programmes, organisations can create an environment where employees feel valued and motivated to perform at their best.
Conclusion: The future of work starts with well-being
Jayraj’s insights, taken together with Gallup’s State of the Global Workplace 2024 report, makes it clear that employee well-being is not just a nice-to-have element —it’s an essential business strategy. Organisations that prioritise trust, offer emotional support, and implement holistic well-being programmes will foster higher engagement, better retention, and greater profitability.
Employers may assume employees want to keep personal struggles private or that support undermines productivity. “Clear communication and flexible policies can dispel these misconceptions, showing that care enhances engagement,” says Jayraj. By linking well-being initiatives to measurable outcomes like retention, productivity, and innovation, employers can see that emotional health directly impacts the bottom line. “We support this by providing data-driven insights alongside personalised care,” he adds, demonstrating how well-being programmes can be tailored to meet both employee and organisational goals.
As businesses continue to navigate a rapidly changing work environment, investing in the well-being of their workforce will be the key to long-term success.
