Truth be told — employee well-being hasn’t been just another box to check for a while now. We’ve found that it’s a game-changer for businesses looking to thrive in today’s fast-paced, ever-changing world. The research doesn’t lie: prioritizing well-being at work can supercharge engagement — which would benefit after sinking to a 10-year low last year — as well as reduce turnover and spark creativity like never before. Sounds like a win-win, right?
Knowledge workers, people managers, HR, and business executives surveyed as part of our latest research study agree that employee health and well-being is the most important factor for “your company to thrive now and in the future.” That said, employees want real support — programs and policies that support holistic employee well-being, from mental health and work-life balance to financial wellness and an inclusive culture where everyone feels they belong.
So how do you get there without just adding some yoga classes on the calendar? We’re breaking it down with five actionable strategies that’ll help you make holistic employee well-being a core part of your company’s DNA.
1. Treat employee well-being as your business superpower
Well-being isn’t fluff; it’s a meaningful and needed business strategy. When your people feel good — mind, body and spirit — they bring their A-game to work. Companies that lean into holistic well-being see happier teams, higher productivity and fewer exit interviews.
Try this:
- Say goodbye to burnout: Give people the flexibility to actually balance work and life. Hybrid schedules, remote options or even just empowering folks to take that noontime walk or unplug after hours can make all the difference.
- Go beyond the basics: Build programs that tackle mental health, physical fitness and financial stability. Think mental health days, access to counseling, and workshops on smart money moves.
2. Build a culture of Deep Trust and High Expectations®
Here’s the secret sauce: When employees feel trusted, supported and challenged (in a good way), magic happens. They thrive, and so does your business.
Try this:
- Psychological safety first: Make sure everyone knows it’s valued to share ideas, ask questions and admit when something isn’t working. Fearless teams innovate more.
- Get crystal clear: Set clear goals and roles so your team knows where to aim. It’s tough to crush it if the target is undefined or keeps moving.
- Foster growth mindset at scale: This “universal key,” which is generative, learning-focused and adaptive, supports better coping with anxiety and overwhelm and helps us become more agile and resilient amid challenges.
3. Rethink leadership: It’s not one-size-fits-all
Today’s workplace looks like a family reunion — Boomers, Gen Xers, Millennials, Gen Z — even an estimated two percent from the Silent Generation — all working together. Leading a multi-generational team isn’t a challenge; it’s an opportunity. Leaders who recognize that we are more aligned than we think, yet willing to embrace differences where they exist, create a culture where everyone feels valued.
Try this:
- Buddy up: Launch mentorship programs to pair seasoned pros with newer or less-experienced employees. It’s a two-way street where everyone learns and grows.
- Tailor leadership training: Different people and generations learn and lead differently. Offer diverse development opportunities to help them shine.
- Recognize and grow: Prioritize recognition and career development. Employees want to know their unique contributions matter and that their future with the company is bright. Empower leaders to have meaningful conversations about career paths and celebrate both individual and team wins — big or small.
4. Say yes to hybrid work (and mean it)
Despite the RTO headlines, hybrid work is here to stay. Employees love the flexibility, and companies love the access to a broader talent pool, increased employee retention and engagement and even reduced office space costs. But admittedly, it’s not always easy to get it right.
Try this:
- Define the rules of the game: Be clear about expectations for in-office days, remote work, and how you’ll measure success.
- Rethink how to invest in and structure “in-person” work: Foster “lore-creating moments” of in-person collaboration to build deeper trust and strengthen communication.
- Tech it up: Invest in collaboration tools that make hybrid teams feel like they’re in the same room (even if they’re miles apart). Whether it’s Slack, Teams, Miro or another virtual whiteboard app, keep those connections strong.
5. Empower people managers to be wellness champions
Managers are your front-line heroes — especially when it comes to employee well-being. They’re the ones who turn company values into daily actions. So be sure to give them the tools to truly excel.
Try this:
- Provide the playbook: Offer training on managing remote teams, resolving conflicts and supporting holistic employee well-being.
- Lead with empathy: Teach managers to listen actively, check in regularly and genuinely care about their team members. A little empathy goes a long way in building loyalty and trust.
- Support their wellness, too: Equip managers with resources to manage their own stress, workload, and well-being. This might include manager-specific peer support groups, coaching or time for professional development. After all, a well-supported manager creates a ripple effect across the entire team.
Why this matters — and why it’s worth the effort
When companies prioritize holistic well-being, it isn’t just their employees who benefit. They form stronger cultures, attract top talent and outperform competitors. And remember: this is a journey, not a one-and-done initiative. Keep listening, learning and adapting to your employees’ needs. Your people will thank you, and your business will thrive because of it.
Opinions expressed by SmartBrief contributors are their own.
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