Why Workplace Wellbeing Matters – University of Oxford
In their compelling book Why Workplace Wellbeing Matters, Jan-Emmanuel De Neve and George Ward provide a data-driven, evidence-based roadmap for understanding what really makes employees thrive — and why it’s essential for organizational success. In today’s rapidly evolving work landscape, one thing is becoming crystal clear: workplace wellbeing isn’t just a “nice-to-have” — it’s a strategic priority
The Four Measures of Wellbeing
De Neve and Ward define four scientifically grounded measures:
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Satisfaction – An evaluative judgment about one’s work, often captured through job satisfaction scores.
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Purpose – The sense of meaning and value derived from one’s work. Do employees feel their work matters?
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Happiness – Day-to-day positive emotions at work. Are people genuinely happy while they work?
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Stress (reverse-coded) – The degree of negative affect, particularly stress, that employees experience. Lower stress means higher wellbeing.
Together, these metrics provide a holistic view of how people feel at work and about work — far beyond the old model of merely measuring engagement or turnover intentions.
The Six Drivers of Workplace Wellbeing
So, what actually causes workplace wellbeing? The book outlines six core drivers that influence these four outcomes:
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Development and Security – Opportunities for learning, growth, and support from management.
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Human Relationships at Work – Quality relationships, trust, and a sense of belonging.
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Independence and Flexibility – Autonomy in how, where, and when work gets done.
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Variety and Fulfillment – Engaging work that feels meaningful and energizing.
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Earning and Benefits – Fair compensation and tangible rewards.
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Risk, Health, and Safety – Safe working environments, both physically and psychologically.
These drivers are not abstract theories — they’re backed by large-scale datasets, including over 20 million wellbeing ratings from Indeed, giving firms a practical blueprint for action.
From Wellbeing to Performance: The Pathways
What makes this book so powerful is how it connects the dots between employee wellbeing and firm performance. The evidence is compelling:
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Raise Productivity – Happier, more purposeful workers simply perform better. Controlled experiments and real-world studies show that wellbeing has a causal impact on output.
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Recruit Talent – Companies with high wellbeing scores attract more candidates. Job seekers now actively look for workplaces where they’ll feel good, not just get paid.
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Retain Talent – Employees who feel satisfied and supported are significantly less likely to leave. Wellbeing reduces costly turnover and preserves institutional knowledge.
The Business Case: Wellbeing Pays Off
Ultimately, the message is clear: investing in workplace wellbeing is not just the right thing to do for people — it’s also a smart business decision. Companies with higher scores outperform their peers on profitability and stock market performance.
As the authors put it, wellbeing is not a cost center; it’s a performance driver. Firms that prioritize employee happiness, purpose, and satisfaction — and reduce unnecessary stress — are building resilient, high-performing organizations ready for the future of work.
Does your company have plans to invest in Wellbeing at work?
Engage Lemento as a partner for analysis and action plans!
We have been helping our clients with workplace wellbeing for years. We have experience with Great Place To Work, Gallup Q12 and with the mandatory 5-year psychosocial risk assessment (Belgium). We do this from A to Z, from analysis (survey) to action plan and guidance.
