Why happiness at work is more than just socials and toasties

Work plays a huge part in our lives. It’s been estimated that the average person will spend 90,000 hours working, or around a third of their lifetime, so it goes without saying that we all have a vested interest in ensuring that it isn’t spent in abject misery. With studies showing time and again that happier workers equals better performance, it’s clearly in employers’ interests too. But how happy are we at work?

The answer would appear to be: not very. A 2024 survey by MHFA England® found that59% of employees do not regularly feel joy and satisfaction at work. Alarmingly, almost half of workers surveyed said they have never had a wellbeing check-in from their employer, suggesting that many organisations are unaware of the extent of the problem.

Happiness at work = Higher productivity

The research shows that there’s a strong business case for supporting worker happiness and wellbeing.

Gallup’s 2024 State of the Global Workforce report found that happier employees are up to 17% more productive, with this improved productivity translating into 23% higher profits for organisations with staff who are more engaged. Conversely, studies have shown that higher levels of dissatisfaction among employees translate into higher rates of absenteeism, with a report from WPI Economics finding that unhappy staff take almost two weeks’ more sick days than their happier colleagues – costing the UK economy an estimated £11 billion a year.

Workplace misery has consequences far beyond the workplace, too, with 92% of respondents to a survey by Indeed saying that it affected their mood at home. Concerningly, work is also cited as being one of the most common causes of stress in the UK, with a third of workers in one survey citing their work - and their workload - as key stressors in their life.

What makes us happy at work? 

A growing body of research shows that workplace happiness is shaped by much more than surface-level perks such as social events, lunchtime yoga and free fruit - or even, perhaps surprisingly, by how much we earn. 

In a 2024 study by Drewberry Insurance, an overwhelming 74% of respondents cited good work-life balance as the single most important factor, with 69% saying that strong connections with colleagues contributed significantly to how happy they felt at work.

Pay, on the other hand, typically ranks much lower. Research by Indeed found that only around 4–5% of people saw their salary as the main driver of workplace happiness, with far more people pointing to factors like feeling energised and having a sense of belonging. People also want their work to matter, and are more engaged and fulfilled when they feel that their efforts are making a difference and align with their personal values. 

Leadership and managerial support also play a role, with people who feel supported, trusted, recognised and guided by their leaders consistently report higher levels of happiness – not to mention expressing greater loyalty to their employer and being willing to go the extra mile.

Crucially, knowing that mental health support is available is also key. According to MHFA England® 52% of employees feel more engaged and productive when their organisation offers mental health resources, such as access to counselling or wellness programmes. 

Recognise that one size fits …. one

While overarching themes emerge, the actual detail of what makes one person happy at work might be completely different for someone else. So while good relationships with colleagues are something that many people value, some people will thrive on frequent social interaction, enjoying collaboration, group discussions, and team bonding, while others may find constant interaction draining and prefer to form their social and professional bonds in other ways.

Similarly, ‘belonging’ doesn’t look the same for everyone. For some, it might mean feeling safe to bring their whole selves to work and openly sharing their identity, experiences or perspectives, while for others, it might mean being respected for their effort and contributions without the pressure to disclose aspects of their personal life, or to ‘be authentic’.

The key lies in getting to know the members of your team and understanding what motivates and fulfils each individual – and it’s also about creating a work environment that actively supports and values wellbeing.

Supporting wellbeing at work: Tips for leaders

1. Normalise conversations about wellbeing

Talking openly about mental health and wellbeing at work helps people feel supported and understood and shows that you see them as people, not just staff. Encouraging this kind of openness - and modelling it yourself - builds trust, strengthens team connections and encourages people to open up if they’re struggling and ask for help.

2. Ask “What drains you?” as well as “What drives you?”

We often ask people about what motivates them, but we rarely try to understand what depletes them. Understanding what saps someone's energy is just as important for ensuring their long-term happiness and productivity, giving us a more rounded view of them as a person.

3. Don’t force people to socialise

Not everyone wants to join an office quiz night, head to the pub on a Friday or grab the mic at karaoke. Give people the freedom to choose how (or whether) they socialise at work and offer different ways to connect with each other and build relationships.

4. Give people autonomy 

No-one likes a micro-manager, so let team members choose how meetings are run, what tools they use, how they approach a project or how they balance their professional and personal responsibilities. A sense of autonomy - even over small things - helps to build trust, increase motivation and foster a sense of ownership.

5. Create psychological safety 

Managers and leaders play a critical role in shaping the emotional climate of the workplace. By actively fostering psychological safety - where people feel safe to speak up, ask questions, make mistakes and take risks - they create an environment where both performance and wellbeing flourish. 

None of this means, of course, that it’s time to say goodbye forever to the socials and toasties. Things like team meetups or surprise treats are a great way to break up the routine, create moments of joy and help people feel appreciated. While they’re not a replacement for deeper culture or wellbeing efforts, they do still play a meaningful role in making the workplace feel more human, fun and rewarding.

If you're ready to create a happier workplace where your people can thrive, get in touch - we’d love to help you start making a lasting difference in your organisation.