Employee Wellbeing in the Workplace: Practical Strategies for Long-term Success

Discover how to prioritize employee wellbeing in the workplace – including strategies to cultivate a thriving and healthy work environment for long-term success, boosting employee satisfaction, productivity, and the bottom line!

Employee wellbeing is no longer a fad; it’s a fundamental aspect of successful businesses. Happy, healthy, and supported team members are more engaged, productive, and loyal – which translates to a plethora of benefits both on an individual and an organizational level. Below, we will delve into practical strategies that companies of any size can implement to cultivate a thriving work environment. From leadership development to fostering social connections, we will explore actionable steps to ensure your people feel valued, supported, and empowered to reach their full potential!

(by Jonathan M. Pham)

Highlights

• Employee well-being goes beyond just physical health, encompassing mental, emotional, social, financial, and career aspects. Investing in it is a necessity to establish a positive work environment that benefits both employees (health, satisfaction) and businesses (performance, reduced costs).
• Too often, promoting employee wellness is a challenging task due to reasons such as lack of leadership support, workforce diversity, heavy workloads, social stigma, difficulty in measuring ROI, and (recently) anxieties around AI adoption.
• A good employee well-being program should be holistic, address specific employee needs, have strong leadership support, and offer flexible options for participation. Additionally, it needs to prioritize data measurement, long-term planning, personal ownership, financial security, purpose-driven work, and data privacy.
• Remote and hybrid work requires extra effort to build connections, encourage healthy habits, and combat social isolation. In the future, employee well-being is expected to become more data-driven, personalized, preventative, and technologically integrated.

What is Employee Wellbeing?

Employee wellbeing refers to an employee’s overall health and satisfaction across various aspects of life, not just physical health. It’s a holistic approach that considers mental, emotional, social, financial, and even career aspects.

Within a workplace context, employee well-being programs are often orchestrated to facilitate the establishment of positive working environments where individuals and organizations may thrive sustainably. Some of their key goals include:

• Increased employee satisfaction and engagement.
• Reduced absenteeism and turnover.
• Improved overall morale.
• Enhanced company culture.
• Stronger employer brand.
• etc.

Examples of such initiatives:

• Fitness programs and gym memberships to promote physical health.
• Mental health days and access to counseling services.
• Team-building activities and social events to enhance social connections.
• Financial planning assistance and competitive benefits packages.
• Flexible work arrangements to support work-life balance.
• etc.

The Importance of Employee Wellbeing in the Workplace

A crucial aspect of Human Resource Management (HRM), investing in employee well-being goes beyond just keeping employees healthy; it’s about creating an environment where they can thrive, both personally and professionally. Below are a few of the various benefits it offers:

• Increased productivity & performance

Happy employees experience less stress and burnout – which translates to a healthier and more resilient workforce capable of performing at their best and navigating disruptions more swiftly. In fact, various research has demonstrated a direct link between mental health and higher-quality work. For example, a study by Gallup found that those who work at companies investing in well-being report a 27% increase in terms of performance – as well as greater adaptability (+45%), resilience (+37%), and overall happiness (+42%).

• Reduced absenteeism & turnover

Those who feel good about their work environment are less likely to miss work or seek employment elsewhere – which means lower costs associated with absenteeism and recruitment (e.g. retraining/ onboarding costs). The opposite is also true – according to a survey by Deloitte, up to 70% of C-suits would consider switching to a new environment if employee wellness is valued there.

• Talent management & attraction

Aside from retaining talented people, another perk of wellbeing initiatives is their contribution to talent acquisition activities. More than ever, job seekers are placing a strong emphasis on work-life balance as a critical factor when it comes to choosing their employer. On the other hand, 89% would recommend their companies to others if they feel their employers are supporting well-being initiatives.

• Enhanced engagement, team dynamics & organizational culture

Prioritizing employee well-being sends a message that the company cares about its people. This fosters a sense of connection and belonging, leading to more engaged employees who are invested in the company’s success. At the same time, it also facilitates a positive and supportive workplace where everyone is willing to collaborate and contribute to a greater cause.

• Lower healthcare costs

By promoting healthy habits and early intervention – as well as equipping team members with the tools and resources necessary to manage stress, improve sleep, and maintain physical health, organizations have a much better chance of reducing healthcare costs associated with stress-related illnesses. In fact, as mentioned in an article published in the Harvard Business Review, wellness programs at J&J have saved the company a total of 250 dollars in terms of healthcare costs; in other words, every dollar spent on these initiatives has produced a return of 2.71 dollars.

Employee wellbeing statistics

Types of Employee Wellbeing (with Activities)

Below are some of the most common core pillars or dimensions of employee well-being – along with sample topics for each of them:

• Physical well-being

Here, the focus is on improving the health of the body through diet, exercise, sleep, and preventive healthcare.

Topics/ activities: Nutrition education, on-site fitness classes, and ergonomic assessments.

• Mental well-being

This emphasizes emotional, psychological, and spiritual health, which is characterized by attributes such as stress management, emotional intelligence, and a sense of purpose.

Topics/ activities: Mindfulness training, stress management workshops, access to Employee Assistance Programs (EAPs).

• Social well-being

It’s about fostering positive relationships with colleagues/ managers – and feeling supported by the work community.

Topics/ activities: Team-building activities, fostering open communication, and recognition programs.

• Financial well-being

Feeling secure about your financial situation, being able to manage debt, and having resources to meet your needs.

Topics/ activities: Financial planning workshops, discounts on health insurance, loan repayment assistance programs.

• Career/ professional well-being

Feeling fulfilled by your work – that your contributions are valued, and being able to access opportunities for learning and development.

Topics/ activities: Career development programs, coaching & mentorship opportunities, performance feedback programs.

• Community well-being

Feeling connected to your community outside of work and a sense of belonging in a larger social context.

Topics/ activities: Volunteer opportunities, company-sponsored social events, time off for community involvement, eco-consciousness campaigns, and reducing carbon footprint.

• Spiritual wellbeing

Finding meaning and purpose in life, having a sense of values, and connecting with something bigger than oneself.

Topics/ activities: Purpose in life, values clarification, meditation practices.

Challenges of Promoting Employee Wellbeing in the Workplace

Lack of leadership support

Imagine a company announcing a new program – maybe yoga classes or meditation sessions. Sounds great, right? But what if the leaders themselves never participate? What if they never mention it in meetings, and never take breaks to attend a single session?

If the leaders, who set the tone for the company, don’t think it’s important, employees are likely feel the same way. They might hesitate to take advantage of the programs, fearing it reflects poorly on their work ethic. In addition, without leadership actively promoting and participating, the programs will become like a box-checking exercise – something the company “has” to do, not something they truly believe in. The result is low participation and ultimately, a waste of resources.

The example above is a demonstration of why strong buy-in from the management makes all the difference. Basically, leadership sets the example. Their actions speak louder than words, and their support is crucial for the success of any employee well-being initiative. In fact, a study by Gallup has revealed that when people feel their managers don’t care about staff wellness, their intent to leave will rise up.

Workforce diversity

People come from different backgrounds, ages, and life stages; hence, their needs for well-being will vary accordingly. Some may be looking for stress management resources, while others might benefit from financial wellness programs. As such, companies need to adopt a personalized approach rather than a one-size-fits-all strategy.

For instance, let’s say a company decides to offer a gym membership as its only wellbeing program. This might be great for those who enjoy working out, but not for those with disabilities, older employees, and those with childcare responsibilities. Unless there are specific regimes for these people, the company will fail to address their needs.

Heavy workload & competing priorities

Deloitte’s survey shows that while many people prioritize well-being over career advancement, work challenges are making it difficult to achieve those goals. Most respondents (both employees and executives) struggle to take time off and disconnect due to heavy workloads, long hours, and feeling indispensable. This lack of work-life balance makes it hard to engage in healthy habits like taking breaks, getting enough sleep, and spending time with loved ones.

At the same time, sitting for long hours, poor postures, prolonged screen time, etc. will lead to physical health issues like obesity and heart disease.

Social stigma

Stigmas surrounding mental health and self-care pose a major hurdle that organizations need to overcome. Imagine an employee struggling with anxiety. They might be hesitant to participate in a company-sponsored meditation program for fear of being judged as weak/ incompetent for seeking help with mental health. This prevents them from utilizing valuable resources that could improve their well-being and work performance.

To resolve such an issue, organizations need to educate their members about mental health and the benefits of self-care. They need to promote the idea that taking care of mentality is just as important as hitting business targets.

Confusing ROI

It can be extremely tough to measure the benefits of well-being programs with traditional ROI calculations (which mostly focus on immediate financial gains). That said, tracking trends in absenteeism, engagement, and turnover over time may demonstrate the value of such an investment. For this purpose, organizations need to start with a clearly defined set of goals. Are you aiming to reduce absenteeism by 5% in a year? Or to increase employee engagement scores by 10 points?

It’s worth reminding that the benefits of well-being strategies often accrue over time. Hence, organizations should not be prompted to prioritize immediate results over long-term gains.

AI adoption

AI is becoming adept at tasks that were once considered uniquely human. Repetitive tasks, data analysis, and even some customer service functions are now being automated, raising fears that many jobs will disappear. Even for jobs that aren’t entirely replaced, AI has been drastically changing the nature of work – which leads to feelings of uncertainty and anxiety for those who worry their skills will become obsolete.

In some cases, the adoption of AI has been giving rise to situations where employees have to manage more duties than before, which translates to increased stress and burnout. Furthermore, if AI takes over the more routine aspects of a job, team members might feel their work is less meaningful, leading to a decline in morale and motivation.

What Makes a Good Employee Wellbeing Program?

A good employee well-being program goes beyond offering a ping pong table and a fruit basket; it requires a comprehensive and strategic approach that addresses the various dimensions of physical and mental health. Here’s a breakdown of key influencing factors and a potential framework to consider:

Holistic approach

The initiative should address all core pillars of wellbeing – physical, mental, social, financial, and career (sometimes including community wellbeing).

Example:

Fitness challenge: A step-counting competition that lasts for several weeks. Employees can track their steps using pedometers or fitness trackers.

Physical: Encourages employees to be more active and improve their physical health.

Social:

• Creates teams within the company for the competition, fostering camaraderie and teamwork.
• Regular team challenges or activities within the competition week to encourage interaction and social support among colleagues.

Mental:

• The act of taking breaks for walks or short physical activity sessions can have a positive impact on mental well-being and help reduce stress.
• The sense of accomplishment from reaching goals within the competition will boost mood and motivation.

Financial: The company could offer small prizes or incentives for winners or participation, keeping the costs affordable for everyone.

Career: Provide workshops or resources on healthy habits and stress management, promoting overall well-being that benefits employees in their careers.

Employee needs assessment

As mentioned, a good employee wellness program isn’t a one-size-fits-all solution. Rather, organizations need to strive to understand their workforce’s specific concerns through surveys or focus groups – and then tailor the strategies to address those needs.

Example:

Let’s say a company conducts a survey and finds that a large portion of its members are stressed about managing childcare and work responsibilities. In response, the company could develop a program that offers:

• On-site daycare or subsidies for childcare costs.
• Backup childcare options for emergencies.
• Flexible work arrangements, like compressed workweeks or part-time schedules, which help attain work-life balance.
• Lunch and learns or workshops on stress management and time management techniques for working parents.

This is just a generic example. There are many other concerns employees might have; as such, various different strategies may be leveraged to address them. For instance:

• If the survey reveals a lot of employees are concerned about their financial well-being, the company could offer financial literacy workshops or student loan repayment assistance.
• If employees are feeling burned out, they could conduct stress management workshops or on-site yoga or meditation classes.
• If a lot of members don’t get enough sleep, consider holding workshops on healthy sleep habits or providing ergonomic assessments to make workstations more comfortable.

The key here is to listen to your employees and tailor the initiative accordingly.

Read more: Training Needs Analysis (TNA) – From Insight to Impact

Leadership commitment

Strong management support is crucial for long-term success. Leaders should be encouraged to model healthy behaviors and actively promote well-being initiatives – be it a walking competition, a healthy eating challenge, or a group meditation session. By taking part, they show it’s not just a program for employees, but a company-wide strategy.

By setting up an example (taking breaks, leaving work at a reasonable hour, scheduling vacations, etc.), leaders demonstrates a healthy approach to work-life balance and encourage their team members to do the same.

Flexibility & accessibility

An employee wellness program should be flexible enough to fit diverse schedules and needs. Organizations may consider offering options for remote participation or during non-peak work hours.

Flexible scheduling:

• Time-shifted activities: Offer workshops, fitness classes, or webinars on various time slots to accommodate employees with early mornings, late nights, or different time zones (for remote teams). Recordings of sessions should be available for on-demand viewing for those who can’t attend live.
• Micro-activities: Short, focused sessions on well-being topics like mindfulness or healthy eating can be offered throughout the day – so that employees may participate in small chunks that fit their schedule.
• Self-paced programs: Provide resources and online modules on topics like financial wellness or stress management that one can complete at their own pace. This caters to those with busy schedules or who prefer independent learning.

Remote-friendly options:

• Virtual events: Live stream workshops, fitness classes like yoga or HIIT, or host online speaker sessions on well-being topics.
• Wellness apps: Offer subscriptions or discounts to apps that provide on-demand workouts, meditation exercises, healthy recipe ideas, or sleep-tracking tools. Employees may then access these resources anytime, anywhere.
• Remote challenges: Organize step challenges, healthy recipe contests, or sleep improvement challenges that can be participated in virtually, which will foster a sense of community even among remote workers.

How to Design a Comprehensive Employee Wellbeing Initiative

1. Build a strong foundation

• Gather support: Securing leadership buy-in and championing is crucial for resource allocation, program promotion, and cultural change.
• Assemble a well-being team: Form a cross-functional team with representatives from HR, IT, communications, and potentially even passionate employees.
• Define your goals: What do you want to achieve with the program? Reduced absenteeism, improved employee engagement, or lower healthcare costs (by ABC %)? Make sure they align with the overall company culture and direction. Additionally, you can also research what other industry players are doing to establish a benchmark for your organization.
• Budget allocation: Determine your budget for the program and prioritize initiatives based on needs and feasibility.

2. Understand your workforce

• Needs assessment: Conduct surveys, focus groups, or one-on-one interviews to understand employee needs and concerns regarding well-being, then tailor the initiative accordingly.
• Consider demographics: Factors like age, family situations, work styles, etc. should be taken into account, so that one may come up with a variety of resources and activities to cater to diverse interests.

3. Design & Implement

• Holistic approach: Address all core well-being pillars – physical, mental, social, financial, and career (and potentially community), while offering options to fit varying schedules and availability.
• Engagement & incentives: Incorporate gamification elements, healthy competitions, or wellness challenges to boost participation and make it fun.
• Communication: Clearly communicate the program’s benefits, how to access resources, and success stories to generate excitement and encourage participation. You can utilize various channels like email, company intranet, internal newsletters, or team meetings for this purpose.
• Develop a launch plan: Create a comprehensive launch plan with clear communication strategies, engaging activities, training sessions for managers and employees, and a user-friendly platform (if applicable) to access program resources. Consider a phased rollout to allow for adjustments and employee feedback.

4. Monitor & adapt

• Track progress: Continuously monitor program effectiveness through surveys, participation rates, engagement metrics, and even data on absenteeism and healthcare costs.
• Gather feedback: Regularly solicit feedback from employees to understand their experience with the program and identify areas for improvement.
• Adaptation & improvement: Be prepared to adapt and refine the program based on the data and feedback you collect.
• Culture integration: Integrate wellbeing initiatives into the company culture. This can involve promoting healthy habits through office design, healthy food options, or flexible work arrangements.

The Role of Leadership in Promoting Employee Wellbeing

As mentioned, leaders set the cultural compass for the organization. By prioritizing well-being and encouraging open communication, they foster a culture where employees feel comfortable taking breaks, seeking help, maintaining healthy boundaries, and voicing concerns about work-life balance when needed.

To ensure that the management lives up to that role, organizations may consider the following courses of action:

• Leadership training: Invest in leadership training programs that focus on the importance of employee wellbeing – so as to equip them with the skills to identify signs of stress, have open conversations, and lead by example.
• Wellbeing metrics: Track and report on metrics that demonstrate the positive impact of employee wellness on business outcomes (e.g., reduced absenteeism, higher engagement). Based on such data, leaders may better understand the return on investment (ROI) of wellbeing initiatives.
• Performance reviews: Consider integrating employee well-being into leadership performance reviews, and evaluate their efforts to create a supportive and healthy work environment. As an additional note for those in management positions, it’s critical to conduct regular feedback sessions throughout the year – and to improve the process by offering praise and constructive criticism focused on growth. (e.g. instead of saying something like “The data in your latest report has some inconsistencies. Be more careful next time.”, rephrase it into “I noticed a couple of data points in your report that seem to contradict each other. Can we take a look together and see if there’s anything we can do to improve the data verification process for future reports?”)
• Leadership wellness programs: These are programs that provide leaders with resources and support to manage themselves. Leaders who prioritize their own health are better equipped to support that of their teams.
• Feedback mechanisms: Establish anonymous channels for employees to provide feedback on leadership’s approach to well-being. This allows for early identification of any issues and course correction if needed.

Employee Wellbeing Best Practices

Focus on data & measurement

To demonstrate the positive impact on employee well-being and business outcomes, companies should come up with regimes to track program effectiveness through surveys, participation rates, and engagement metrics. Being able to demonstrate tangible changes (like productivity or retention) is essential to strengthen your case for continued investment.

Example:

Let’s say a company decides to implement a mindfulness training program.

• Surveys: Before the program, employee surveys show high stress levels.
• Participation rates: 80% of employees participate in the training sessions.
• Engagement metrics: Usage of the company’s meditation app increased by 50%.
• Impact: After a year, follow-up surveys show a significant decrease in stress and a 10% increase in productivity.

Aim for sustainability

Wellbeing initiatives shouldn’t be a fad; rather, they should follow a long-term plan and be gradually integrated into the company culture to encourage ongoing participation. At the same time, it also means that organizations need to regularly assess the program and adapt it to maintain relevance and effectiveness, as employee needs may change over time.

Promote ownership

When employees have a say in designing and shaping the program, they are more likely to feel invested in its success. This ownership fosters a sense of responsibility and motivates them to participate actively. On the other hand, the fact that they can give input ensures the program addresses their actual concerns and preferences.

The involvement process itself has another benefit of fostering social connections between employees. Working together on a common goal strengthens bonds and creates a more supportive work environment. The combination of job control and social support is – according to a study by McKinsey – a key factor in driving better well-being and productivity.

Address financial well-being

According to a survey by PwC, financially stressed employees are less productive and engaged at work, less likely to see a future with their current employer (and therefore more likely to leave the company, looking for new opportunities elsewhere.) As such, employers should focus on benefits that address immediate financial concerns and clearly communicate how their total rewards package helps employees financially. This can lead to a more engaged and stable workforce.

Give employees a cause to work for

In a survey conducted by Gartner, it was found that the number of highly engaged employees went from 40% to 60% if the organization integrated social causes into business practices. This is not a surprising truth – after all, humans are inherently social creatures who crave a sense of purpose. When team members feel their work contributes to something bigger than themselves, it fosters a sense of meaning and significance – which goes beyond just a paycheck and leads to increased well-being and engagement.

Many people today are motivated by social issues like sustainability, diversity, and social justice. By aligning with these causes, companies can tap into this powerful motivator. Here’s how they can do it:

• Mission & values: Ensure your company’s mission and values reflect a clear purpose that goes beyond just profit (e.g. social good, environmental sustainability, or improving people’s lives).
• Cause-related initiatives: Introduce volunteering opportunities, cause-related donations, or incorporate sustainability practices.
• Personal choice: Offer employees some choice in the causes they support. This personalizes the experience and strengthens the connection.
• Transparency & impact: Be transparent about your company’s impact on social issues, by sharing stories and data that showcase the positive difference employees are making.

Ensure confidentiality & privacy

Employee trust is essential for the success of any well-being program. When they feel their personal information is secure and confidential, they are more likely to be honest and forthcoming, feel comfortable seeking help, and engage fully with program offerings and resources.

Promoting Employee Wellbeing in Remote & Hybrid Working Conditions

The shift towards remote and hybrid work environments has presented unique challenges to employee wellbeing. Specifically, remote employees may feel disconnected from colleagues and lack the social interaction necessary to foster a sense of belonging. Asynchronous work styles and lack of in-person interaction may cause gaps in communication – while the blurring of lines between work and personal life is likely to lead to burnout and stress.

Below are a few ideas for organizations to cultivate a thriving workforce despite the physical distance:

Building connection & social wellbeing:

• Transparency: Regularly communicate updates, goals, and company culture through various channels (video calls, instant messaging, company newsletters).
• Virtual team-building activities: Organize regular online team-building events, games, or social hours to foster connection and combat isolation.
• Buddy systems: Pair remote or hybrid employees with in-office colleagues for regular check-ins and social interaction.
• Communication & collaboration tools: Utilize video conferencing platforms that encourage face-to-face interaction and collaboration.
• Virtual recognition programs: Implement virtual recognition programs to acknowledge and celebrate employee achievements, thereby fostering a sense of belonging and value.

Enhancing mental & physical wellbeing:

• Promote healthy habits: Encourage regular breaks, physical activity through virtual fitness classes or gym memberships, and healthy eating habits with recipe-sharing initiatives.
• Flexible work arrangements: Offer flexible work schedules for team members to manage their personal well-being alongside work demands at their own pace.
• Access to mental health resources: Provide access to Employee Assistance Programs (EAPs), online mental health resources, wellness apps, or mindfulness training programs.
• Combatting social isolation: Encourage virtual coffee chats, online social groups for shared interests, or “watercooler moments” through dedicated communication channels.
• Mandatory paid time off: Instituting a policy that encourages employees to take time to rest and rejuvenate – thereby reducing the risk of burnout.

Moving Forward – Employee Wellbeing Trends

The landscape of employee well-being is constantly evolving, with new trends emerging to address the ever-changing needs of the workforce. Here’s a glimpse into some exciting possibilities for the future:

• Digital detox initiatives

Given the increasing reliance on digital devices, it’s no surprise that more and more people are calling for the need for regular digital detoxes. As such, it is critical that companies encourage breaks from screens and create tech-free zones to promote real-world interactions.

• Hyper-personalization

Data and analytics will be leveraged more to tailor programs and resources to individual needs and preferences. Imagine wearable technology suggesting stress-reduction techniques based on your heart rate, or an AI recommending financial planning workshops based on your spending habits!

• Focus on preventative wellbeing

The focus will move from reactive solutions to proactive prevention. Companies will soon realize the importance of investing in programs that promote resilience, healthy habits, and early intervention for potential issues like burnout or mental health challenges.

• Integration with technology

Technology will play a bigger role in delivering and monitoring wellbeing initiatives. Mobile apps, wearable devices, and AI-powered chatbots can be used to provide on-demand support, personalized recommendations, and self-management tools for employees.

• Holistic wellbeing ecosystems

We might see the rise of holistic well-being ecosystems that extend beyond the workplace. Partnerships with healthcare providers, fitness centers, and financial advisors could offer employees a comprehensive suite of resources to manage all aspects of their wellness seamlessly – including not only physical but also emotional, financial, and spiritual health.

• Financial health gains traction

With rising inflation and economic uncertainty, financial wellness programs are likely to receive increased focus. This means we can expect an increase in the popularity of financial literacy workshops, student loan repayment assistance, or discounts on financial services.

• The rise of the Chief Wellbeing Officer (CWO)

Some companies might establish dedicated Chief Wellbeing Officer positions to oversee and champion employee wellness initiatives at the highest organizational level.

Overall, the future of employee wellbeing is likely to be more data-driven, personalized, and focused on preventative measures. Technology will play a bigger role in delivering programs and measuring their effectiveness. Organizations that prioritize employee wellbeing and adapt to these trends will be well-positioned to attract and retain top talent, foster a positive work environment, and achieve sustainable success.

Employee Wellbeing Metrics

• Engagement & perception surveys:
  • Employee satisfaction surveys: Regular surveys that measure employee satisfaction with their work, company culture, and overall well-being.
  • Wellbeing-specific surveys: Those focused on specific aspects like stress levels, work-life balance, or access to resources.
  • Pulse surveys: Short, frequent ones that capture real-time sentiment on specific aspects of well-being, allowing for quicker course correction if needed.
• Attitudinal & behavioral metrics:
  • Absenteeism rates: Changes in absenteeism rates may indicate the existence of health issues like burnout.
  • Presenteeism: Monitor presenteeism, where employees are physically present but not fully productive due to health-related concerns.
  • Turnover: A high turnover rate is a potential signal of employee dissatisfaction and potentially hidden issues.
  • Help-seeking behavior: Monitor utilization rates of Employee Assistance Programs (EAPs) or other resources to gauge employee needs and comfort level with seeking help.
• Performance & productivity metrics:
  • Engagement scores.
  • Productivity metrics.
  • Quality of work.
• Health & safety metrics:
  • Work-related injuries.
  • Health insurance claims.
• etc.

Instead of relying on a single metric, it is recommended that organizations make use of a combination of data and track trends over time – in order to get a holistic view of employee their initiative’s impact. At the same time, qualitative feedback from employees is equally important and needs to be taken into consideration.

Employee Wellbeing Survey Template

Below is a sample survey template that you can customize to include specific questions relevant to your organization and the core pillars of well-being you prioritize.

Introduction:

Thank you for taking the time to complete this anonymous survey. Your honest feedback is crucial in helping us understand your well-being needs and improve our initiatives.

Confidentiality:

All your responses will be kept strictly confidential. No individual responses will be linked to your name or any other identifiable information.

Instructions:

Please answer all questions to the best of your ability. Choose the answer that best reflects your experience.

Survey Questions

1. Overall Wellbeing:

• On a scale of 1 (strongly disagree) to 5 (strongly agree), how satisfied are you with your overall well-being at work?
• Do you feel your workload is manageable and allows you to maintain a healthy work-life balance? (Yes/No/Uncertain)
• How often do you experience stress or anxiety related to your work? (Never, Rarely, Occasionally, Frequently, Always)

2. Physical Wellbeing:

• Do you feel you have a comfortable and ergonomic workspace? (Yes/No/Uncertain)
• Does the company offer any programs or resources to support your physical health (e.g., on-site fitness classes, healthy food options)? (Yes/No)
• On a scale of 1 (very poor) to 5 (excellent), how would you rate your overall physical health?

3. Mental Wellbeing:

• Does the company offer any programs or resources to support your mental health (e.g., access to Employee Assistance Programs (EAPs), stress management workshops)? (Yes/No)
• How comfortable do you feel discussing mental health concerns with your manager or HR? (Very comfortable, Somewhat comfortable, Neutral, Somewhat uncomfortable, Very uncomfortable)
• Do you feel the company prioritizes creating a work environment that supports mental well-being? (Strongly agree, Agree, Neutral, Disagree, Strongly disagree)

4. Social Wellbeing:

• Do you feel you have strong and supportive relationships with your colleagues? (Strongly agree, Agree, Neutral, Disagree, Strongly disagree)
• Does the company offer opportunities for team building or social interaction outside of work? (Yes/No)
• How well do you feel you are recognized and appreciated for your contributions at work? (Very well, Somewhat well, Neutral, Not very well, Not at all)

5. Financial Wellbeing:

• Does the company offer any programs or resources to support your financial well-being (e.g., financial planning workshops, discounts on health insurance)? (Yes/No)
• On a scale of 1 (very insecure) to 5 (very secure), how secure do you feel about your current financial situation?
• Would you find financial wellness programs or resources beneficial? (Yes/No/Unsure)

6. Career Wellbeing:

• Do you feel you have clear career development goals and opportunities for growth within the company? (Yes/No/Unsure)
• Does the company provide regular performance feedback and opportunities for skill development? (Yes/No)
• On a scale of 1 (strongly disagree) to 5 (strongly agree), how satisfied are you with your current career path at the company?

7. Optional: Open Ended Questions

• Do you have any suggestions for how the company can further improve employee well-being?
• Is there anything else you would like to share about your well-being experience at work?

Thank you for your participation!

Employee Wellbeing Books

• “Wellbeing at Work” by Jim Clifton and Jim Harter. This book explores five key aspects of employee wellness and offers insights on how companies can enhance workplace well-being.
• “Workplace Wellness that Works” by Laura Putnam. A step-by-step guide for creating meaningful changes in the workplace, in which the author emphasizes the role of leaders as agents of change.
• “Wellbeing at Work: How to design, implement and evaluate an effective strategy” by Ian Hesketh & Cary Cooper. A practical guide to designing and implementing an effective wellbeing strategy, updated with the latest research and insight.

Employee Wellbeing Tools & Software

There are several tools and software platforms designed to support employee wellbeing, especially tailored for remote and hybrid work environments. Here’s a breakdown of the different types of tools available and some popular options to consider:

• Overall wellbeing platforms: Wellable, Virgin Pulse, Thrive Global, Headspace for Work.
• Mental health & stress management tools: Calm, Talkspace, BetterHelp, Headway.
• Physical wellbeing tools: Fitbit, Apple Health (integrates with wearables), Peloton App, MyFitnessPal.
• Social wellbeing tools: Slack, Microsoft Teams, Bonusly, Gloo.

Before choosing any tool, it is recommended that organizations conduct a needs assessment to understand their workforce’s specific needs and preferences – plus how user-friendly it is, and how to integrate it with the existing systems.

Improving Wellbeing in the Workplace Starts with Developing Leadership Skills

Leaders set the tone for the entire company. When they prioritize well-being, it sends a powerful message: employee health and happiness are valued. This translates to a more positive work environment with reduced stress/ burnout, improved communication/ collaboration, and increased engagement/ productivity.

At ITD World, we’re passionate about helping organizations cultivate a culture of well-being. That’s why we offer a comprehensive suite of certified coaching and training solutions specifically designed to develop essential leadership skills for this purpose:

• Leading with empathy: Our programs equip leaders with the skills to identify and address employee concerns, fostering a more empathetic and supportive work environment.
• Promoting work-life balance: We help leaders understand the importance of work-life balance and model healthy habits themselves, encouraging employees to prioritize their well-being outside of work.
• Building resilience: We will also work with them to develop the resilience needed to navigate challenging situations and support their teams through difficult times.
• Effective communication skills: Last but not least, we equip leaders with the communication skills necessary to have open and honest conversations about well-being, fostering trust and psychological safety within teams.

By investing in leadership development, you’re not just investing in your management team – you’re investing in your entire organization!

Contact ITD World today, and let’s work together to build a workplace where both leaders and employees can thrive!

Other resources you might be interested in:

• Organization Development (OD): A Closer Look
• Coaching Culture: Blueprint for Organizational Growth
• HR Business Partner (HRBP): Bridging HR & Business for Remarkable Results
• Skill Development: A Guide to Future-Proofing Yourself