How to promote staff wellbeing for a better workplace

It’s not just the HR department’s job to care about employee wellbeing. While HR professionals play a crucial role, creating a healthy, supportive work environment is a shared responsibility. 

Everyone in the organisation – from top executives to line managers and individual employees – should play a part in fostering wellbeing.

C-suite and upper management should set the tone for the entire organisation when it comes to wellbeing. By taking their own vacation time, maintaining reasonable working hours and prioritising work-life balance, executives set a powerful example for the rest of the team. 

That’s because when leaders demonstrate a commitment to their own wellbeing, it signals to employees that it’s okay (and important) for them to do the same. 

This top-down approach helps create a culture where everyone feels empowered to take care of their health and happiness, leading to a more productive and positive workplace overall.

HR departments aren’t just responsible for getting forms signed and making sure rules are followed. Part of their job is making sure everyone at their workplace is happy, healthy and ready to do their best.

These teams play a critical role in fostering a supportive environment where employees feel valued and cared for. They often serve as advocates for employee concerns related to workload, burnout and workplace culture, and they have the ability to create solutions that enhance job satisfaction and retention. 

That said, HR departments are responsible for developing and implementing wellbeing strategies. They’re tasked with understanding the unique needs of employees and designing initiatives that promote physical, mental and emotional health.

They should also design policies that support work-life balance, stress management and overall wellness. This includes offering flexible work arrangements, organising physical wellness programs and providing access to mental health resources like counselling.

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Team managers have the unique ability to create an environment where employees feel safe and supported. 

One of their key responsibilities is creating a culture where team members feel comfortable asking questions, seeking help when needed and requesting time off without feeling guilty. This open communication and sense of support are crucial for maintaining morale and reducing stress among staff.

Good line managers also lead by example. They show their team it’s okay to take breaks, prioritise self-care and strike a healthy work-life balance. By encouraging these behaviours, managers not only boost productivity but also cultivate a sense of trust and mutual respect.

Employees are ultimately in control of their own wellbeing. Each staff member needs to make sure they’re feeling good and keeping a healthy work-life balance. That means knowing when to hit pause, take breaks and recharge – whether it’s taking a walk outside or a day off.

It’s also about speaking up when things get tough or overwhelming. Asking for support isn’t a sign of weakness; it’s the responsible and proactive thing to do. 

Whether it’s talking to HR about workload concerns or seeking out resources for mental health, taking that step can make a world of difference for employee wellbeing.

Employee wellbeing reaches beyond the workplace; it encompasses all aspects of life. 

The professional side, like having a job that’s satisfying and not too stressful, plays an important role. But you also have to take into account the physical, mental and social components of wellbeing. Take a closer look at the main pillars of wellbeing.

Mental wellbeing for employees is directly tied to how capable and resilient they feel, especially in the face of challenges. 

When employees feel off, whether due to stress, anxiety or other factors, it can seriously limit their productivity and impact morale. Imagine trying to focus when your mind's in a fog or you feel overwhelmed; it’s no easy feat.

That’s why you need to create an environment that supports your team’s mental health. From mindfulness programs and stress management workshops to open-door policies for talking things out, these efforts make a huge difference in keeping your people strong and thriving. 

Because when mental wellbeing is in check, everything – from creativity to collaboration – just flows better.

Physical wellbeing is all about how your body feels and functions. It determines whether you’ve got the energy to tackle the day or you’re dragging as soon as you log on or get to the office. And it can vary a lot depending on factors like job demands, diet, sleep and exercise habits.

When physical wellbeing takes a hit, it’s like running on empty. You may feel drained, achy or just not yourself – which can really mess with your productivity and mood at work. 

That’s why companies are starting to pay more attention to physical wellbeing. From encouraging regular breaks and promoting ergonomic workspaces to offering gym memberships or healthy snacks, they’re realising that a healthier body means a happier, more effective team.

Financial wellbeing isn’t just about how much you earn, but also feeling secure about your financial situation. For some, it’s having enough to cover the basics without stress. For others, it’s about saving for the future or managing debt.

When employees feel good about their finances, it’s like a weight off their shoulders. They’re more focused, less stressed and generally happier at work. But when money’s tight or they’re dealing with financial instability they may be less productive, worry more or even experience adverse health effects.

Looking beyond salaries, you should also think about how you can support your team’s financial wellness. It’s not just good for employees – it’s good for business, too.

For some, social wellbeing comes easy; they’ve got work colleagues, lifelong friends and maybe even a few buddies from the gym. But for others, especially in remote work or in busy offices, it can feel like a struggle. And feeling isolated or disconnected can really drag down someone’s mood and motivation.

When social wellbeing takes a hit, so does everything else. It can affect productivity, creativity and even your physical health. 

That’s why companies should provide and promote opportunities for team bonding, whether it’s through team lunches, virtual hangouts or company outings. When your people feel connected, the workplace feels less like a job they show up from Monday to Friday and more like a place where they belong.

Says Maxime Bouillon, Co-founder and CEO at Archie, "Promoting well being yields advantages like heightened job satisfaction, enhanced engagement, increased productivity and reduced turnover rates. When employees feel appreciated, they become more driven, innovative and dedicated. A positive workplace culture also boosts collaboration and overall performance."

Simply put, when people feel good, they're more likely to bring their A-game to work. And studies back this up:

• Both sick and healthy employees who improved their health increased their productivity by about 10%. 

• Employees who rate their wellbeing positively were more likely to be productive and stay with a company. 

• Companies with highly engaged employees saw a 21% increase in profitability.

Beyond the numbers, supporting workplace wellbeing shows that you care about your team as people, not just workers – helping you create a positive company culture where everyone can flourish. Says Senior HR Leader Conor Hughes, "It fosters a supportive workplace culture for better organisational outcomes and workforce resilience."

Building a workplace where employees feel valued and can thrive involves more than just offering perks. You need to create a culture that prioritises their wellbeing. 

From flexible work arrangements that support work-life balance to initiatives that promote mental health awareness and physical wellness, fostering a safe and supportive environment requires a holistic strategy. Here are some ways to go about it.

Encourage open communication and build trust by promoting a culture where employees feel safe to express their ideas and concerns without fear of judgement. By celebrating diversity and ensuring everyone’s voice is heard, you can create an inclusive environment that supports mental and emotional wellbeing.

Maxime emphasises the importance of “cultivating an atmosphere where mental health concerns can be openly discussed.”

Create a comprehensive wellbeing strategy that addresses mental, physical and emotional health. Include policies for work-life balance, stress management and access to wellness resources. 

You can ensure this strategy is practical and effective by tailoring it to meet the unique needs of your employees. This proactive approach boosts employee satisfaction and retention while cultivating a healthier workforce.

Ensure that everyone, from top executives to team managers, supports your organisation’s wellbeing strategy. “Leaders should foster an inclusive culture valuing individual well-being,” emphasises Conor. So encourage company executives to lead by example and demonstrate commitment to the initiatives.

And make sure managers actively promote and prioritise their team’s wellbeing. This collective effort not only strengthens workplace culture but also enhances employee engagement and satisfaction. 

Listen to your employees and implement initiatives that resonate with their needs and preferences. This could include flexible working hours, wellness programs, mental health support or gym memberships. Your initiatives will be more effective when they’re actually relevant to your people. 

Employees feel more valued and motivated when they see that their input leads to real changes and their workplace cares about their needs and wants.

Regularly seek feedback from employees on existing wellbeing initiatives and potential new ideas. You should also create channels for open and anonymous dialogue to ensure their voices are heard and valued. 

This helps refine programs and makes employees feel more invested in their own wellbeing. Plus, when people see their ideas being implemented, it boosts morale and engagement.

Establish clear metrics to evaluate the success of your wellbeing programs. Track indicators like eNPS, productivity rates and absenteeism. Use this data to continually improve and adapt your initiatives, ensuring they remain relevant and effective. 

By keeping an eye on wellbeing metrics, you can see what's working and what needs tweaking, making sure your efforts always hit the mark and truly benefit your team.

To truly prioritise employee wellbeing, you need to reduce the time you spend on time-consuming HR tasks. That’s where Personio comes in. 

By simplifying and consolidating HR processes like payroll, recruitment and performance management, Personio frees up valuable time for you to concentrate on tasks that move the needle when it comes to improving staff wellbeing. With Personio, you can handle HR tasks more efficiently and dedicate more time to creating a healthier, happier workplace.

Spend less time on repetitive tasks and more time promoting staff wellbeing

Personio helps you manage and automate processes like absence tracking, employee training, recruitment and compensation, giving you more time to focus on what really matters: your people.

See Personio in action

Employee wellbeing encompasses the overall health and happiness of people at work. It covers everything from mental and physical health to emotional stability and job satisfaction. When employees feel good in these areas, they’re more likely to be engaged, productive and stick around at their company.

A staff wellbeing policy is a formal document outlining an organisation’s commitment to promoting and maintaining the health and wellbeing of its employees. 

This policy typically includes guidelines and initiatives related to mental health support, physical wellness programs, work-life balance and creating a positive workplace culture. It serves as a framework for implementing wellbeing strategies and ensures that all employees understand the resources and support available to them.