How to create an effective health and wellbeing strategy 

A well-being strategy is a comprehensive and holistic plan outlining how organizations support their employees’ mental, physical and overall well-being. In this article, Vix Anderton details how to create an effective health and well-being strategy and, at a leadership level, how it can help organizations to define and establish a robust well-being policy.

When discussing well-being at work, many employers understandably ask whether it’s their responsibility to consider the well-being of their staff. Simply put: Creating thriving lives is the right thing to do, and it makes good business sense too.

QUICK LINKS

• Why workplace well-being matters
• The benefits of well-being in the workplace
• What makes a good well-being strategy?
• The impact of well-being in diverse employee groups
• Challenges in implementing workplace well-being initiatives
• How to create an effective health and well-being strategy
• Implementing your well-being strategy

Why workplace well-being matters

Investing in employee well-being yields substantial returns for organizations. Happy, healthy employees are more engaged, productive, and innovative. This translates to lower absenteeism, reduced turnover, and a stronger employer brand. A survey by Workhuman and Gallup found employees with high well-being are more likely to be told they are top performers, feel like their pay is fair, and are less likely to be actively looking for job opportunities.

Whilst we all talk about work-life balance, work and life aren’t mutually exclusive. You can probably relate to taking home the stress of a busy, frustrating day at work and possibly taking it out on your family by being snappy or needing to work late. What happens at home also impacts what happens in the office. Whether it’s health concerns, a sleepless night with a sick child, or relationship stress, no-one can simply turn their emotions off when they arrive at work. It’s in organizations’ best interests for all their staff to thrive in life and bring the effect of that thriving life to work.

The benefits of well-being in the workplace

There are numerous benefits to enhancing workplace well-being for both organizations and the people who make organizations work. These include:

Enhanced performance and productivity

Employees who feel supported and valued are more engaged, focused, and productive. Research by HBR Analytic Services shows that employees who are in good physical, mental, and emotional health are more likely to deliver optimal performance in the workplace. A healthy workforce is a high-performing workforce. By investing in well-being, organizations can expect increased efficiency, improved problem-solving abilities, and higher-quality output.

Reduced absenteeism and turnover

A strong correlation exists between employee well-being and attendance. When employees are thriving, they’re 32% less likely to be watching for or actively seeking another job. When employees feel valued and cared for, they are less likely to take sick days. Moreover, a positive work environment fosters loyalty, reducing turnover rates and the associated costs of recruitment and training.

Strengthened employer brand and reputation

Organizations with a strong commitment to well-being attract and retain top talent. According to Gallup, 62% of US workers say that having greater work-life balance and better personal well-being is very important to them when considering whether to take a job with a different organization. A positive employer brand is built on a reputation for caring about employees. By prioritising well-being, companies can enhance their market image and gain a competitive edge.

Innovation and creativity flourish

A thriving workplace culture encourages creativity and innovation. When employees feel supported and empowered, they are more likely to contribute fresh ideas and perspectives. Well-being initiatives can spark a culture of innovation, driving business growth.

What makes a good well-being strategy?

A holistic approach to well-being recognizes that various factors influence employee health and satisfaction. These include the design of work, organizational culture, and leadership practices. To better understand these multifaceted aspects, we can examine the key dimensions of workplace well-being, drawing inspiration from the Chartered Institute of Personnel and Development (CIPD).

1. Health: The foundation for everything we do

At the core of employee well-being lies physical and mental health. This domain goes beyond simply preventing illness or injury. It’s about creating a work environment that actively supports employee health and safety.

Initiatives like health promotion programs, offering healthy snacks and encouraging ergonomic workstation setups all contribute to a healthier workforce. Additionally, good rehabilitation practices ensure employees can return to work safely and quickly after illness or injury.

Effective stress management resources are crucial, as stress can significantly impact physical and mental health. Finally, access to Employee Assistance Programs (EAPs) provides confidential support for a wide range of personal challenges.

2. Good work: Building a positive and productive environment

A positive and productive work environment is essential for employee well-being and organizational success. This domain focuses on creating a work setting where employees feel valued, motivated, and able to perform their best.

Factors like good lighting, comfortable temperatures, and appropriate equipment all contribute to a positive work environment. Strong line management practices are essential, with managers who provide clear expectations, offer regular feedback, and support professional development.

Manageable workloads ensure employees aren’t overwhelmed, and a healthy work-life balance helps employees avoid burnout. Finally, fostering a sense of autonomy and growth through opportunities for skill development and problem-solving empowers employees and keeps them engaged.

3. Values and principles: The cornerstone of trust and respect

Strong leadership, ethical standards, and a culture of inclusion and diversity are essential for employee well-being. This domain highlights the importance of setting clear values and objectives that guide behavior within an organization.

Promoting fair treatment for all employees fosters trust and respect. Organizations that embrace diversity and inclusion create a welcoming environment where everyone feels valued and can contribute their unique talents.

4. Collective/social: Building strong connections

Positive relationships and a strong sense of community are essential for employee well-being. This domain focuses on fostering open communication, teamwork, and employee engagement in decision-making processes.

Encouraging open communication through regular team meetings and open-door policies allows employees to voice their concerns and ideas. Effective teamwork fosters collaboration and a sense of shared purpose. Including employees in decision-making processes demonstrates trust and empowers them to take ownership of their work.

5. Personal growth: Investing in your people’s potential

Employees who feel they have opportunities to learn and grow are more engaged and satisfied. This domain emphasizes providing opportunities for employees to invest in their personal and professional development.

Career development initiatives like mentoring programs, coaching sessions, and access to relevant training empower employees to advance their skills and knowledge. Organizations that foster creativity and lifelong learning create a dynamic environment where employees feel challenged and motivated to develop their potential.

6. Lifestyle choices: Encouraging healthy habits

Healthy lifestyle choices significantly impact overall well-being. This domain focuses on encouraging employees to make positive choices that benefit their health and well-being. Promoting physical activity through initiatives like walking clubs or lunchtime yoga sessions can improve physical and mental health.

Similarly, encouraging healthy eating habits through healthy vending machine options or on-site healthy meal options can contribute to a healthier workforce. Organizations can also play a role in promoting a healthy work-life balance by offering flexible work arrangements or encouraging employees to take breaks throughout the day.

7. Financial well-being: Reducing stress and anxiety

Financial stress can significantly impact employee well-being and productivity. This domain acknowledges the importance of financial well-being and encourages organizations to offer support in this area.  

Fair pay and benefit policies are essential, and offering financial planning workshops or access to financial counselling services can empower employees to make informed financial decisions and reduce stress. 

It’s important to note that these seven domains are interconnected and influence each other. For instance, a positive work environment (domain 2) can reduce stress (domain 1 and 7), while opportunities for personal growth (domain 5) can boost employee morale and engagement (domain 4). It’s by considering all aspects that organizations can create a holistic approach to employee well-being. 

The impact of well-being on diverse employee groups

Factors such as race, gender, ethnicity, disability, sexual orientation, and socioeconomic status can significantly influence employees’ well-being experiences. For instance:

• Employees from marginalized groups often face additional stressors related to discrimination, prejudice, and microaggressions, which can negatively impact their mental health and overall well-being.
• Women are still more likely to have childcare responsibilities as parents, especially in the early years, and are therefore more likely to experience work-life balance challenges. They may require specific support for issues such as maternity leave, childcare, and gender-based violence.
• Individuals with disabilities may face barriers to accessing workplace facilities, accommodations, and support services, impacting their physical and mental health.

Not everyone has the same needs and accommodations to thrive at work. To create a truly inclusive workplace, organizations must offer well-being initiatives that recognize and address the diverse needs of their employees. Here are some examples:

• Cultural competency training: Educate employees about different cultures, backgrounds, and perspectives to foster empathy and understanding.
• Employee resource groups (ERGs): Create spaces for employees from marginalized groups to connect, support each other, and share their experiences.
• Flexible work arrangements: Offer options like remote work, flexible hours, and job sharing to accommodate the needs of employees with caregiving responsibilities or disabilities.
• Mental health support: Provide accessible mental health resources, including counselling, therapy, and stress management programs.
• Inclusive wellness programs: Offer a variety of wellness activities that cater to different interests, abilities, and cultural backgrounds.

By implementing these initiatives and continuously gathering employee feedback, organizations can create a workplace where all employees feel valued, supported, and empowered to thrive.

Challenges in implementing workplace well-being initiatives

Implementing effective workplace well-being initiatives is often easier said than done. Organizations can encounter obstacles in their efforts to prioritise employee health and happiness. Some common challenges include:

• Limited resources: Financial constraints, time limitations, and a lack of dedicated personnel can hinder the development and implementation of a comprehensive well-being strategy.
• Measuring impact: Determining the return on investment (ROI) of well-being initiatives can be difficult, making it challenging to justify continued investment.
• Resistance to change: Overcoming established organizational cultures and behaviours can be time-consuming and require significant effort.
• Employee engagement: Encouraging employee participation in a well-being strategy can be challenging, especially if initiatives are perceived as irrelevant or inaccessible.
• Leadership buy-in: Without strong support from senior management, well-being initiatives are less likely to succeed.

The limitations of standalone initiatives

While standalone initiatives like lunch-and-learn sessions can be valuable, they often lack the depth and consistency required for sustained well-being improvement. At best, these types of programs may not address the root causes of workplace stress or create a culture of well-being.

At their worst, they are counterproductive; in the case of lunch-and-learn sessions as one example, employers are denying staff a meaningful break period in the middle of the day that is crucial for sustained focus and performance in the afternoon. It’s essential to integrate well-being into the overall organizational culture and systems.

The need for leadership buy-in and cultural change

Effective well-being initiatives require strong leadership support. Senior leaders must demonstrate a genuine commitment to employee well-being through their actions and behaviors. No well-being strategy will be successful if senior managers are role-modelling behavior that isn’t congruent with workplace well-being, such as sending emails late at night.

Additionally, creating a culture that prioritises well-being involves a shift in organizational values and practices. This requires ongoing communication, education, and employee involvement.

Cultivating a well-being-centric culture

Creating a culture that prioritizes well-being involves a fundamental shift in organizational values and practices. It requires a concerted effort to embed well-being into the fabric of the business. Key components of this cultural shift include:

• Redefining success metrics: Expanding performance indicators beyond traditional financial measures to include well-being metrics such as employee satisfaction, engagement, and turnover rates.
• Leadership embodiment: Senior leaders acting as role models by prioritizing their own well-being and visibly championing well-being initiatives.
• Managers as coaches: Move the manager mindset from being a boss to being a coach who develops employee performance and has regular coaching conversations to provide meaningful feedback.
• Employee empowerment: Encouraging employees to take ownership of their well-being by providing them with resources, education, and opportunities to contribute to well-being initiatives.
• Continuous learning and development: Investing in training for managers and employees on well-being topics, such as stress management, mental health awareness, and resilience building.
• Open communication: Fostering a culture of open dialogue about well-being, where employees feel comfortable discussing their challenges and seeking support.
• Flexible work arrangements: Implementing policies that support work-life balance, such as flexible working hours, remote work options, and generous parental leave.
• Recognizing and rewarding well-being efforts: Celebrating individual and team achievements in promoting well-being, creating a positive reinforcement cycle.

By implementing these strategies, organizations can create a workplace where well-being is not just a buzzword but a core value that drives employee satisfaction, engagement, and overall organizational success.

How to create an effective health and well-being strategy

To maximise the impact of well-being initiatives, they must be seamlessly integrated into the overall business strategy. This requires a holistic approach that aligns well-being goals with organizational objectives.

Practical tips for integration

• Align well-being with business goals: Establish measurable and achievable well-being objectives that align with the overall business strategy. Identify clear connections between employee well-being and key business outcomes such as productivity, innovation, and customer satisfaction.
• Conduct a well-being audit: Assess the current state of well-being within the organization to identify strengths, weaknesses, and opportunities.
• Data-driven decision-making: Use data and analytics to measure the impact of well-being initiatives and inform strategic decision-making.
• Employee involvement: Involve employees in the development and implementation of well-being strategies to ensure their needs and preferences are considered.
• Continuous improvement: Regularly evaluate and refine well-being initiatives based on employee feedback and performance metrics.
• Cross-functional collaboration: Foster collaboration between HR, management, and other departments to create a unified approach to well-being.

Implementing your well-being strategy

Well-being initiatives, like many other initiatives, can have limited effectiveness if they operate in isolation from the day-to-day business. For true success, employee well-being needs to be woven into the fabric of the organization.

This means embedding well-being principles in the company culture, leadership practices, and everyday people management processes.

By taking this holistic approach, organizations can ensure that well-being initiatives are embedded as an integral part of the work environment, driving long-term positive outcomes for both employees and the business.

Translating a well-being strategy into actionable steps requires a robust framework. Developing a comprehensive well-being policy is crucial for providing clear guidelines, setting expectations, and ensuring accountability.