Wellbeing is no longer just a promise.
It is a strategic variable to be measured.
Get a sneak peek at the initial findings of the Trainect Corporate Wellbeing Research on the link between wellbeing and organizational performance.
During HR R-Evolution 2026, we presented a new perspective on corporate wellbeing: no longer just initiatives, benefits, or employee engagement surveys, but a strategic variable to be measured, correlated, and transformed into decisions.
The full white paper will be available in the coming days.
Enter your information to receive it as soon as it’s ready and gain access to the initial insights from the research conducted by Trainect in collaboration with SAA – University of Turin.
Why this paper
For years, well-being has been portrayed as an act of caring for people.
Today, however, companies need to take it a step further: to understand which organizational conditions enable people to feel better and, at the same time, support productivity, retention, and innovation.
This question gave rise to the Trainect Corporate Wellbeing Survey: an ongoing scientific study that analyzes the link between employee wellbeing and business performance.
This initiative is designed to help HR, people managers, and leadership teams move beyond isolated initiatives and build wellbeing strategies that are more measurable, prioritized, and impact-driven.
What you'll find in this paper
Preliminary research findings
The initial findings gathered from an evolving dataset, with Italian companies already involved in the analysis process.
The Wellbeing-Performance Model
An analysis that links 10 dimensions of organizational well-being to 3 strategic outcomes: productivity, retention, and innovation.
The hierarchy of drivers
Which wellbeing levers seem to have the greatest impact on business results: from engagement to psychological safety, to support for development.
A segmented analysis of needs
Why averages are no longer enough: roles, tenure, gender, and generations may respond to different levers and require different priorities for action.
Practical insights for HR
How to transform wellbeing data into more targeted decisions, priorities, and actions for employees, managers, and leadership teams.
