How to Improve Wellbeing in the Workplace
Improving workplace wellbeing is not about ticking boxes or rolling out quick-fix solutions. It’s about building an organisational environment where people feel safe, supported, and able to thrive. Whether you're just getting started or refining an existing approach, the journey begins with insight, continues with intentional action, and evolves through ongoing learning and listening. In this article, we explore the why and how of improving wellbeing in the workplace, and what meaningful progress really looks like.
Why should you improve wellbeing in your workplace?
Wellbeing is a powerful enabler of business success. When employees feel well – physically, mentally, and emotionally – they’re more focused, motivated, and resilient. They bring creativity and commitment to their work, and they’re more likely to stay with an organisation that values their health and happiness.
Failing to prioritise wellbeing can lead to increased stress, absenteeism, disengagement, and turnover. It also carries reputational and financial risks. Conversely, organisations that commit to improving wellbeing tend to foster more inclusive cultures, attract top talent, and perform better in the long term. In short, wellbeing is not an add-on, it’s fundamental to a healthy, high-performing organisation.
Conducting workplace wellbeing assessments
You can’t improve what you haven’t understood. That’s why the first step in any wellbeing improvement plan is to assess your current state. Workplace wellbeing assessments help uncover how people are really feeling, what’s supporting or hindering their wellbeing, and where the biggest opportunities lie.
Assessments might include anonymous surveys, pulse checks, listening groups, or more in-depth cultural audits. Ideally, these tools gather both quantitative data, such as stress levels, energy, and engagement, and qualitative insights into lived experiences. They should also capture the perspectives of diverse groups to ensure your strategy supports inclusion as well as wellbeing.
Crucially, assessments should not be one-offs. Wellbeing is dynamic, so regular measurement and feedback loops are essential for staying responsive and accountable.
Identifying workplace stressors
Once you’ve assessed the landscape, the next step is identifying the key stressors affecting your people. These can be both systemic and situational, ranging from excessive workloads and poor line management to lack of autonomy, job insecurity, or unspoken cultural pressures.
Understanding what’s causing stress means going beyond surface symptoms to examine the root conditions of work. For example, if people report feeling constantly overwhelmed, it’s important to ask whether workloads are realistic, expectations are clear, and recovery time is being respected. Listening deeply and with curiosity is key. Often, the most valuable insights come from open conversations rather than survey scores.
Tackling causes of workplace stressors
Identifying stressors is only valuable if action follows. Tackling the causes of workplace stress requires a whole-system approach. This might involve redesigning roles, shifting cultural norms, upskilling managers, or adjusting policies to support greater flexibility and inclusion.
For example, if workload is a key stressor, the solution might include re-evaluating priorities, improving resource planning, or challenging an always-on culture. If lack of psychological safety is the issue, leadership behaviours, communication styles, and team dynamics may all need to be addressed.
Quick wins can help build momentum, but long-term change often involves cultural and structural shifts. Transparency around what’s being done, and what’s still being explored, can help build trust along the way.
Why is workplace wellbeing important?
Improving wellbeing isn’t just about reducing harm. It’s about creating the conditions for people to thrive. When wellbeing is supported, people feel more connected to their work, more aligned with organisational values, and more likely to contribute their full potential.
There’s also a strong business case. High wellbeing is associated with lower turnover, stronger engagement, greater innovation, and fewer incidents of burnout or mental ill-health. Moreover, as investors, regulators, and employees increasingly scrutinise how organisations treat their people, wellbeing has become a core pillar of good governance and social responsibility.
Implementing a workplace wellbeing strategy
To create lasting impact, improvement efforts should be embedded in a clear, well-structured wellbeing strategy. This strategy should align with your organisational purpose, reflect the lived experiences of your people, and include defined goals, actions, and success measures.
A strong wellbeing strategy isn’t static. It grows and adapts as your organisation evolves. It should be co-created with your people, supported by leaders at every level, and integrated into broader agendas such as inclusion, sustainability, and leadership development. Rather than sitting in a silo, it should be part of how you work, lead, and make decisions every day.
Done well, a workplace wellbeing strategy becomes more than a plan. It becomes a shared commitment to building a better, healthier workplace for all.
Final thoughts
Improving wellbeing at work is not a one-time initiative. It’s an ongoing, evolving journey. By starting with insight, addressing root causes, and embedding change through strategy and culture, organisations can create environments where people don’t just survive, they thrive. And when people thrive, so does business.
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