Whether you’re scrolling through LinkedIn or TikTok, the term ‘wellbeing’ seems omnipresent nowadays. While it can feel like a buzzword, the sentiment is crucial, especially in the workplace, where we spend so much of our time. Workplace wellbeing is vital for a thriving organisation, and the best way to achieve this is with a solid workplace wellbeing strategy.

Why is it so important to develop a workplace wellbeing strategy?

When employers are genuinely invested in their wellbeing, people will feel more engaged and energised to contribute to a positive culture. A workplace wellbeing strategy can also improve productivity and reduce absenteeism, helping your bottom line. This is confirmed by research from Deloitte into the financial impact of mental health in the workplace – it is estimated that poor mental health costs UK employers £56bn a year.

What types of wellbeing should be addressed in a workplace wellbeing strategy?

A successful wellbeing strategy should really be an extension of your overall workplace strategy. Instead of treating wellbeing initiatives as standalone programs or ‘nice-to-haves’, they should be integrated into the company’s core values and operational practices.Wellbeing is a broad spectrum – it covers many interconnected facets of our lives. Here a just a few examples of what a wellbeing strategy might include:

Mental wellbeing

Organisations should understand how mental health affects different people, provide resources and support, and ensure it is destigmatised in the culture. This can include access to counselling services, mental health days, and awareness training for managers.

Physical wellbeing

While some companies may offer gym memberships or healthy food options – a wellbeing strategy should take a more holistic approach to physical health. A pioneering example is Bupa who offer their employees nutritional advice and fitness support via an app. Physical wellbeing also considers workplace ergonomics – fundamental to a safe and productive work environment.

Social wellbeing

If you want to cultivate a social culture in the workplace, employees should feel encouraged (but not forced) to participate. Creating opportunities for social interaction helps build a supportive community. At Interaction, we have weekly touchpoints including team lunches, yoga classes and our Friday night social to bring employees together, all facilitated by our office which is designed to be collaborative and community-focussed.

Financial wellbeing

It’s pretty obvious that financial stress is a significant detriment to wellbeing. Whilst it may seem counter-productive, often the real solution is to offer competitive pay with regular reviews, introduce financial incentives such as commissions and bonuses, and create an environment where salaries aren’t considered a taboo subject amongst colleagues.

Personal growth

Supporting employees’ personal and professional development is key to maintaining engagement and satisfaction. Foster a culture of improvement, not just for the sake of the bottom line, but so that employees can reach their potential. Offer opportunities for learning and development, so people empowered to do their best.

Steps for creating a workplace wellbeing strategy

A strategy needs to be a continuous process rather than a piecemeal series of one-off initiatives. Designing and implementing your strategy can take many forms – it depends on how your organisation is structured and what it responds to well.

We suggest an approach as follows:

1. Assess current wellbeing

The first step is knowing what people want and need, so begin by evaluating the current state of play. This can be done through surveys, focus groups, and feedback sessions. 

If you’re keen to take things one step further, consider using AI to create personalised employee wellbeing programme. After all, wellbeing is all about respecting and appreciating people’s individual needs.

2. Define objectives

Use the results of your assessment to define clear and specific objectives for your wellbeing strategy. These should align with your overall business goals and address the key areas of wellbeing outlined above. Decide on metrics and KPIs such as reduced absenteeism or higher levels of productivity.

3. Develop and implement initiatives

A committee, person or group can be chosen to take the lead and drive the development and implementation of the objectives. Make sure these initiatives are practical, accessible, and relevant to your employees so that people truly feel seen and heard.

4. Communicate the strategy

Clearly communicate the goals, initiatives, and available resources to all employees using all available channels. This allows you to proactively elicit feedback.

5. Provide resources

Equip managers and employees with the tools and knowledge to support their wellbeing. Without resources, a plan hits a dead-end. This can include training on mental health awareness, stress management techniques, and insights into how workplace design can support wellbeing.

6. Monitor and adjust

As you implement the plan, regularly monitor the effectiveness of your wellbeing initiatives through surveys, feedback, and KPIs. Be prepared to adjust your strategy based on this data to continuously improve and adapt.

How do you measure the success of a workplace wellbeing strategy?

To ensure your wellbeing strategy is effective, it’s crucial to measure its impact using specific metrics.

Here are some areas to focus on:

• Employee engagement and satisfaction: It’s all well and good conducting surveys, but you should engage with employees on an individual level for more qualitative insights. For granular data, an Employer Net Promoter Score (ePNS score) can provide great insight into employee satisfaction and loyalty.
• Absenteeism and turnover rates: Track absenteeism and employee turnover rates. A decrease in these metrics can signify that your wellbeing initiatives are improving employees’ health and satisfaction.
• Productivity and performance: While it’s not always the be-all and end-all of metrics, it is still crucial for measuring the benefits of prioritising workplace wellbeing.
• Work-life balance: Monitor indicators of work-life balance such as overtime hours and reported stress levels. A healthier work-life balance is vital and a sign of a successful wellbeing strategy.

Interaction is a Bath-based office design and fit-out company passionate about creating people-centric offices that prioritise wellbeing. Keen to find out more? Schedule a chat with Charlie, our Relationship Manager, or sign up for our newsletter.