Employee wellbeing is far more than a corporate buzzword. It’s about creating a culture and work environment where your people truly thrive. When we talk about wellbeing at work, we’re focusing on how employees feel about their working lives and how they perform in their role as a result of taking care of their mental and physical health.
We all bring our whole selves to work. Our hopes, challenges, health and aspirations. When these human elements are respected and nurtured, the result is not just happier employees, but more engaged, creative, and committed team members who can help make a different to the success of your business.
It can be challenging for SME business owners to find the time to prioritise health and wellbeing for both themselves and their employees, but there are simple things that you can do that are not expensive or complicated to improve employee wellbeing that show you are a compassionate and proactive employer who genuinely cares for your people.
Why is employee wellbeing important?
We face so many challenges today that will undoubtedly impact how we show up at work. Economic uncertainty, advancing technology, a shift in values and what people now expect from their employer, multi-generational challenges and how these impact teams. The pace of change itself is exhausting. This is why it’s important for employers to proactively address these to maintain a supportive and nurturing work environment.
We have identified six pillars of employee wellbeing and simple initiatives for you to implement:
- Mental Wellbeing: Creating psychologically safe environments where employees can bring their authentic selves to work, access support when needed, and maintain healthy cognitive and emotional balance. This means normalising conversations about mental health and providing resources and support for those struggling.
What employers can do: Create a “mental health champions” programme where some employees receive basic Mental Health First Aid training to recognise signs of stress and direct colleagues to appropriate resources to support mental wellbeing.
2. Physical Health: Supporting bodily wellness through accessible health programs, ergonomic workspaces, opportunities for movement, and policies that respect recovery needs. So much of our physical wellbeing directly influences our energy, focus and presence, so taking more care around physical health is essential.
What employers can do: Start a daily step challenge with small teams competing in a friendly way to build both movement and connection. Encourage ‘walking meetings’ so instead of sitting in a meeting room to discuss matters, you take the meeting outdoors. This can really encourage more creative thinking and is ideal when it’s just between 1-3 people.
3. Social Connection: Fostering meaningful relationships and community at work, where people feel they belong and can build supportive networks. These connections provide crucial emotional support and enhance collaboration.
What employers can do: Employees can initiate a “Charity Champion” programme where team members take turns highlighting a cause they’re passionate about each month. This might involve organising volunteer days or fundraising challenges that bring colleagues together around meaningful shared experiences. Beyond raising funds, these initiatives create natural opportunities for deeper conversations, reveal personal values, and help build connection.
4. Financial Security: Ensuring fair compensation and benefits while providing resources that help employees build financial literacy and confidence. When your employees worry less about financial pressures, they can focus better on their work.
What employers can do: Organise lunch-and-learns with financial experts that provide informative and accessible education about retirement planning and the importance of saving for the future.
5. Purpose & Growth: Creating paths for development that align personal aspirations with organisational needs, helping employees find meaning and progression in their work. This includes regular learning opportunities and clear career trajectories.
What employers can do: Arrange skill-share sessions where employees teach colleagues about their areas of expertise. These can just be 30-minute sessions that might cover technical skills like data analysis or software usage, soft skills like negotiation techniques, or even personal passions that might benefit colleagues indirectly.
6. Work-Life Integration: Respecting the boundaries between professional and personal realms while offering flexibility that acknowledges life’s changing demands. This recognises employees as whole humans with responsibilities beyond their job titles.
What employers can do: Initiate team agreements about communication expectations (like no emails after 7pm unless urgent) creates collective accountability for protecting personal time and helps promote a better work-life balance.
When employers genuinely understand and commit to these pillars, not only do their team thrive, both professionally and personally but it creates a powerful ripple effect throughout the organisation.
Businesses experience measurably higher productivity, significantly reduced turnover, and substantial cost savings with less absenteeism. Perhaps most importantly, it creates a culture where people feel safe to share their best ideas and bring their best ‘self’ to work each day.
If your company hasn’t addressed any of the initiatives discussed in this article, and you need help implementing the right wellbeing strategy for your business, book a consultation with us today.
