How You Can Create Happier Healther Teams by Cultivating a Wellbeing Culture in Your Workplace

Our primaeval ancestors would have most certainly encountered plenty of life-threatening stressors, but generally speaking, they would also have had more gaps in time for their nervous systems to recover from them.

Nowadays, every minute of our waking day has the potential to stress us, and despite there being a lot of advantages coming with the rise of modern technology, you could argue that the opportunity to have much-needed downtime is being snatched from us by stealing our attention and hooking us into a world of information overload.

And with this acceleration of modern tech comes the expectation of high productivity in all areas of our lives, and one more so than in the workplace.

It’s no secret that employee wellbeing, in a post-pandemic landscape, is suffering, and employees are struggling with stress and burnout like never before. In fact, in a recent HSE survey, over 50% of UK workers say their job is negatively impacting their mental health and overall wellbeing. 

According to this research, ‘More than half say their friends and family have asked them to cut back on hours, and a third say their work negatively impacts their outside lives

I believe that the true key to productivity and staff retention in the workplace is to cultivate a well-being culture, where you encourage open discussions about stress management and equip staff with easy strategies that help them to manage their stress levels. 

This is both with practical techniques to use in stressful episodes but also about helping them to shift how they think about work-related stress and how they can gain perspective, i.e. is it more about their reaction to the pressure rather than the pressure itself. Creating awareness that some amount of stress can be a good thing, making work fulfilling, propelling us towards a deadline, or the challenge of figuring a new problem out. 

It's also important to understand that everyone’s thresholds will be different, but generally speaking, problems arise when an acceptable workload has been tilted towards an unmanageable overload of work, and in turn, the level of healthy pressure can turn into overwhelm and ultimately be paralysing, which clearly is counterproductive.

So what can be done?

Here are my top 8 focus areas for cultivating a healthy well-being culture in your organisation.

1. PRIORITISE MENTAL HEALTH

Reduce Stigma

Create an environment where seeking help for mental health is seen as a strength not a weakness

Open conversations

Normalise discussions around mental health

Encourage leaders and employees to share their experiences and challenges

Mental health recourses

Offer resources like counselling or coaching services, mental health/wellbeing days or access to wellness apps

2. ENCOURAGE WORK-LIFE BALANCE

Flexible working hours

Allow flexible working hours or remote working options to accommodate the personal needs of staff

Time off

Encourage employees to take their holiday to recharge and rest

Set boundaries

Support clear boundaries between work and personal life, especially when working remotely

3. SUPPORT PHYSICAL HEALTH

Active Breaks

Encourage movement during the day with walking meetings or a fitness challenge

Wellness programmes

Offer gym memberships, yoga sessions or other physical wellness programmes

Healthy snacks

Provide access to nutritious snacks or meals in the workplace to support employee’s health

4. CREATE A POSITIVE WORK ENVIRONMENT

Recognition and Appreciation

Regularly acknowledge achievements and express gratitude. This boosts morale and fosters a sense of purpose.

Team Building

Organize team-building activities to strengthen relationships and improve
communication.

Inclusive Culture
Promote diversity, equity, and inclusion. A supportive and inclusive workplace enhances well-being by ensuring that all employees feel respected and valued.

5. FOSTER A GROWTH MINDSET

Professional Development

Offer opportunities for learning and growth, whether through training, workshops, or mentorship.

Autonomy and Empowerment

Empower employees to make decisions and contribute to shaping their roles and work processes.

Encourage Innovation

Create an environment where employees feel comfortable trying new things without fear of failure 

6. LEADERSHIP BY EXAMPLE

Lead with Empathy

Leaders should model well-being practices, such as taking breaks, setting boundaries, and prioritizing self-care.

Promote Healthy Work Habits

Encourage leaders to regularly check in with their teams about workload and stress levels.

Transparent Communication

Be open and transparent about challenges and successes, which builds trust and reduces uncertainty.

7. PROVIDE CLEAR PURPOSE AND VALUES

Align Values

Help employees connect their work to a larger purpose.

Knowing that their contributions matter can increase engagement and job satisfaction.

Foster Autonomy

Give employees the freedom to find meaning and value in their roles, which leads to greater motivation.

8. PROMOTE SOCIAL WELLBEING

Social Connection

Encourage team members to connect outside of work, whether through social events, interest-based groups, or virtual hangouts.

Mentoring and Peer Support

Create mentoring programs where employees can lean on each other for support and guidance.

Inclusive Celebrations

Celebrate milestones, birthdays, and team achievements to create a sense of community.

By integrating these strategies, you can cultivate a well-being culture that supports the happiness, health, and success of your teams. This, in turn, leads to greater engagement, lower turnover, and improved overall productivity.