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When revisiting the human experience in 2022, what comes to mind?
We’d guess that Covid-19 was the first thing you remembered, along with the ongoing spread of the Omicron variant. There were good indications that infections had peaked and measures were likely to be gradually relaxed. Even so, many were feeling an unnerving mix of uncertainty, concern, and relief as that next stage entered. At the time, we were glad to be moving forward, but what lay ahead remained unclear.
The rising cost of living and inflation were also impacting day-to-day life. Channel News Asia had recently reported that Singapore’s core inflation rate had risen by 2.4% in January – the sharpest increase in nine years. With no singular cause, a mix of labour shortages, increased freight costs, and weather disruptions were all to blame.
Singaporean industries had also been rocked by the worldwide phenomenon of the Great Resignation. Our Employee Movement and Retention survey from September 2021 signalled that 59% of Singaporean workers would be looking for a new role within the next 12 months. Employees were questioning the type of work they were doing and thinking about how they could seek fulfilment in their professional lives.
These events influence your employees in a major way. They significantly impacted our sense of well-being, which seeped into every part of life – including work.
What’s in the report?
- We cast our minds back to 2021
- The seven dimensions of wellness
- The key findings
- Mental health and the pandemic
- Career health and the Great Resignation
- Financial health and a fluctuating market
- Are we supporting working parents?
- The big picture on employee health
- Survey demographics and methodology
The Wellness at Work Report’s key findings
KEY LEARNING: Employees are loyal to workplaces that care about wellness
We knew that employers liked to see returns on their investments, especially for small to medium-sized businesses (SMBs). It was crucial to understand that efforts were worth it.
The writing had been on the wall; we found that employees who had rated their employer’s commitment to wellness as good or excellent were 45% more likely to say they were loyal to a business. Those who had rated their employer’s commitment to wellness as poor were 146% more likely to say they did not feel loyal to their employer as a result. This could have saved significant costs associated with turnover and made all the difference to a growing company.
The majority of workers are struggling with burnout at work
When it came to mental health, burnout spread like wildfire across the working population. Workers had felt this sense of extreme fatigue, with 62% signalling that it had affected them within the past three months. Only 17% were sure that they felt no sense of burnout from their work.
The pandemic had many employees questioning their careers
Forty-nine percent of workers agreed that Covid-19 had decreased the importance they placed on their careers. Aligned with the phenomenon of the Great Resignation, this signalled that more workers might have been seeking an industry swap or a move to a different way of working. This could have also been related to the fact that 45% believed that Covid-19 had negatively impacted their careers.
Most workers were stressed about finances
Whether it was due to a loss of work, the uncertainty of the pandemic, or rising inflation, Singaporean employees were worried about their finances. A whopping 68% said that they were stressed about money.
The big picture on employee health
As we mentioned earlier in this report, in 2022, we must embrace both positive and negative aspects. Taking a broader perspective on workplace wellness, it’s evident that businesses are making progress in the right direction, even though there remains much room for improvement.
What’s heartening is that 45% of employees evaluated their employer’s dedication to enhancing overall well-being as satisfactory, while only 15% regarded it as inadequate.
Across each focal point, similar patterns emerge. There are promising statistics concerning businesses’ commitment to wellness, yet considerable instances of average and unsatisfactory employer performance persist.
Question: How would you rate your employer’s commitment to enhancing employee wellness?
Forward-looking employers recognise that, for a team to reach peak performance, employee well-being must surpass the norm. Thriving and resilient businesses are cultivated through healthy and motivated employees, provided with an environment conducive to their optimal performance. The data presented in this report validates that such teams are more likely to exhibit productivity, presence, and loyalty.
Report survey demographics and methodology
The data presented in this report has been derived from a survey orchestrated by Employment Hero.
The online quantitative survey, lasting 9 minutes, was conducted through the Glow Survey platform, and responses were gathered from the national research panel Dynata.
Survey participants were required to be employed in Singapore in any capacity (full time, part-time, casual) to be eligible for completion.
The survey employed nationally representative quotas for age, gender, and location, although no specific quotas were imposed on the number of completed surveys.
A total of 1,005 individuals participated in the survey, including 426 working parents.
The survey collected responses spanning from February 28, 2022, to March 7, 2022.
