Summertime boosts Canadian happiness levels: survey

Canadians workers are happier as the summer heat comes in, according to a recent report.

Overall, the National Work Happiness Score for June 2024 is 6.7/10, up by 0.1-points from May, reports ADP Canada.

While over a third (34%) of Canadians are scaling back on summer plans to more cost-sensitive options, 63% are planning to take vacation this summer.

Gen Z (15%) and Millennials (15%) are more likely to say they would postpone their summer vacation until later this year. Meanwhile, more Gen X (41%) and Boomers (47%) report that the increased cost of living will not impact their plans this summer.

“While summer may look different from one worker to another across various industries in Canada, it tends to bear shared growth in happiness reflecting on similar scores recorded last summer,” says Heather Haslam, vice president of marketing at ADP Canada. 

Previously, workers’ overall happiness level dropped in March compared to the previous month, and the drop happened across all indicators, according to ADP Canada. Happiness levels also dropped in May, as 59% of Canadian workers reported that the cost of living significantly impacts stress levels during the workday, according to ADP.

For the month of June, nearly all indicators are up from the previous month. The primary indicator stands at 7.0/10, up 0.2 points from data in May.

There has also been a 0.1-point increase in three of four secondary indicators:

• Work-life balance & flexibility: 6.9/10
• Recognition & support: 6.6/10
• Compensation & benefits: 6.2/10

Meanwhile, there was no change to the score for options for career advancement (6.0/10) from the previous month.

Regional, generational happiness levels

Here are happiness score across regions and age groups and how they changed from data in May:

Regional snapshot:

• Quebec: 7.1/10 (+0.2) *
• Atlantic Canada: 7.0/10 (+0.1) *
• British Columbia: 6.7/10 (no change) *
• Alberta: 6.7/10 (+0.4) *
• Ontario: 6.6/10 (+0.1) *
• Sask/Manitoba: 6.3/10 (-0.1) *

Generational snapshot:

• Boomers (59+): 7.1/10 (no change)
• Gen-Z (18-26): 7.0/10 (+0.2)
• Millennials (27-42): 6.7/10 (+0.2)
• Gen-X (43-58): 6.6/10 (+0.1)

How to support workers during the summer

For the summer, it’s important for employers to appropriately support employees, says Haslam.

“With most workers planning to take vacation this summer, it’s important for employers to ensure those who are taking time off can completely step away while those working aren’t burdened with filling the gap. 

“Beyond ensuring teams are properly resourced during vacation times, a few strategies employers can consider this summer that can encourage employee engagement, collaboration and support could include implementing ‘summer hours’ offering more flexible schedules, setting and planning realistic goals directly with employees, or organizing team-building social events.”

Hybrid work makes employees happier and more loyal, according to a previous report.

Here are five things employers can implement to support workers during summer break, according to Salarify:

1. Flexible scheduling and remote work options - By doing so, employees can better manage their personal obligations and take advantage of longer daylight hours, which can help create a better work-life balance.
2. Vacation planning and coverage - Facilitating efficient vacation planning and coverage processes is essential to ensure smooth operations and minimize the impact of employee absences.
3. Family holiday assistance - These programs can take many forms, including arranging summer camps or other activities that children can participate in.
4. Team-building activities and social events - Arrange outdoor activities such as company picnics, sports tournaments, or team-building exercises that encourage collaboration and provide employees with a chance to bond in a relaxed atmosphere.
5. Financial well-being support - Ensuring that employees have access to the tools and resources that address their financial needs - even beyond the EAPs - can significantly contribute to their overall well-being.