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A comprehensive study from the Human Capital Development Lab at the Johns Hopkins Carey Business School shows that American workers are recording their lowest wellbeing scores, extending a downward trend that began after the first year of the pandemic.
The analysis builds on annual survey data collected between 2019 and 2023, which had already revealed that many employers pulled back on supportive environments once the immediate crisis abated.
Some 2,769 organizations and more than 1.3 million employees were represented in the latest research, providing what the authors describe as the clearest picture yet of shifting workplace sentiment. According to the findings, wellbeing peaked in 2020 before declining steadily in each subsequent year.
The report says that several forces may be at play, and says that lower scores may stem from reduced scheduling flexibility, fewer remote-work opportunities, and pressure from economic conditions tied to inflation and productivity demands.
Leadership wellbeing rises as employee scores fall
One of the most notable changes in this year’s data is the widening gap between leaders and their teams. Earlier surveys showed that managers and employees typically reported similar wellbeing scores, with leaders sometimes rating themselves lower due to additional strain during the pandemic. In 2024 that dynamic reversed, with senior leaders reporting improvements while employees and individual contributors experienced declines.
Rick Smith, Director of the Human Capital Development Lab and author of the research, said the divergence may reflect the distance between decision-makers and their teams.
“What we’re seeing is a growing gap between how leaders and their teams experience the workplace,” Smith said. He added that a managerial sense of normalcy does not necessarily match the day-to-day reality for employees. “The data shows a potential disconnect, and that’s a signal for action.”
Persistent demographic disparities remain
The research also identified continuing disparities across demographic lines. Female, African American, Hispanic and younger employees reported lower wellbeing compared with male, white, Asian and older colleagues. Those under age 25 showed a consistent decline in wellbeing since the pandemic, echoing broader findings that younger workers struggle more than other age groups.
Sector-level differences were also pronounced, with professional services, information technology, health care, and education showing some of the steepest drops.
Organizations with high wellbeing scores consistently demonstrate the business value of proactive support, says the report, citing links between strong wellbeing and lower turnover, higher engagement, and reduced health care costs. It also highlights practices that reinforce wellbeing, including trust-building, recognition, and supportive relationships.
Smith said leadership remains central to progress. “Every organization has its own challenges, but what our research makes clear is that effective leadership can make a difference,” he said.
