Trends 2030
Forget workplace wellbeing trends for 2024. We’re looking ahead to 2030.
The rate of change over the last few years makes it easy to fall into short-term and reactive thinking. But the leaders who will define the next decade are the ones who can think long-term and get ahead of the coming wave.
For this year’s annual trends report, we surveyed 3,625 HR decision-makers in leading global organizations to provide a data-driven view of how workplace wellbeing will evolve over the next decade. We also spoke with subject matter experts and leading practitioners to get exclusive insights and tangible steps you can take to get ahead from now to 2030.
Wonder what the world of work will look like by the end of the decade and how this will impact your career? Download your copy of HR 2030 to discover:
- The three trends that will define HR’s success or failure.
- How to become a strategic business partner to the C-suite.
- One-, three- and six-year HR transformation plans to apply in your organization.
Don’t wait to build a better future. Start now – fill out the form to download the report.
Schedule a Meeting
We’re offering a limited number of 15-minute consultancy sessions with Unmind’s Chief Product and Technology Officer, Gavin Wade, to discuss your organisation's workplace wellbeing strategy, and the factors influencing sustainable performance at work.
About Unmind
Unmind is the leading workplace mental health platform for global enterprises. The platform combines the latest wellbeing science with cutting-edge AI to build measurable and sustainable performance cultures. Unmind powers the wellbeing strategies of some of the world’s biggest brands, including Uber, Major League Baseball, Disney, Standard Chartered, Diageo, and British Airways. Its services support the whole organisation with data and ROI insights for execs, state-of-the-art training for leaders, full-spectrum wellbeing tools for employees, and company-wide access to a global network of coaches and therapists
Unmind is the leading workplace mental health platform for global enterprises. The platform combines the latest wellbeing science with cutting-edge AI to build measurable and sustainable performance cultures. Unmind powers the wellbeing strategies of some of the world’s biggest brands, including Uber, Major League Baseball, Disney, Standard Chartered, Diageo, and British Airways. Its services support the whole organisation with data and ROI insights for execs, state-of-the-art training for leaders, full-spectrum wellbeing tools for employees, and company-wide access to a global network of coaches and therapists.
Absenteeism: Employees’ self-reported absence from work related to mental health difficulties.6
Attrition: Employees’ self-rated intention of leaving their current role in the next six months due to poor mental health.7
Burnout: As defined by the International Classification of Diseases (ICD-11),8 “A syndrome conceptualised as resulting from chronic workplace stress that has not been successfully managed.”
Net positive impact: Proportion of employees who report that their work has a positive impact on their mental health.
Mental health: As defined by the World Health Organisation (WHO),9 “A state of wellbeing in which the individual realises [their] own abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to [their] community.”
Presenteeism: Percentage of time at work negatively affected by poor wellbeing.10
Whole-organisation: Unmind’s holistic approach looks at the interplay between the individual, their work environment and its impact on mental health. Environmental factors include culture, relationships and physical environments.
- Employees can feel empowered by reclaiming their narrative and sharing their story.
- Teams can build a sense of community, form connections, and reduce isolation.
- Organisations can nurture greater mental health maturity and challenge stigma.
We found common themes across workshops to address challenges and manage stress in the business.
- Specific areas of development. Ways to alleviate stress for teams include upskilling communication, supporting continuous learning and managing workload more effectively.
- Better role and career path clarity and alignment with organisational goals to reduce stress and improve performance.
- Greater need for direction. A desire for greater support and mentorship balanced with the need for autonomy
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