Workplaces are awakening to a profound truth: prioritizing well-being is no longer a “nice-to-have” but a “must-have” to achieve performance objectives. Work, after all, is one of life’s primary stressors. For Generation Z, entering the workforce with a fresh perspective, the message is clear—they are unwilling to sacrifice their health and well-being for a paycheck. While generalizations don’t apply to everyone, the broader trend is undeniable: employees today expect more from their workplace.
This shift has placed well-being high on the agenda for HR managers and executives. Budgets are scrutinized, metrics like employee engagement and well-being scores are tracked, and corporate social responsibility (CSR) and environmental, social, and governance (ESG) goals demand attention. Yet, despite this focus, the return on investment (ROI) of well-being initiatives is often unclear and unmeasurable.
Having spent over a decade in this field, I’ve witnessed how well-being programs can transform both lives and organizations. Companies with enlightened leadership understand the value intuitively. They see the difference through feedback and cultural shifts. Yet when budgets tighten, or the company faces disruption, well-being is often the first area to be deprioritized (incidentally, in times of pressure, most leaders sacrifice their own well-being in the quest for sustained performance).
Why Do Quick Fixes Fail to Build a Culture of Well-Being?
In response to these challenges, many organizations turn to quick fixes: mindfulness apps, gym vouchers, step challenges, or sporadic yoga classes. While these initiatives aren’t inherently bad, they can feel like band-aid solutions, disconnected from a company’s core culture. Worse, they sometimes backfire, creating skepticism or cynicism among employees.
I’ve heard countless stories of companies introducing surface-level perks without addressing the deeper, systemic issues. A true culture of well-being cannot be manufactured. It cannot be reduced to an app or a monthly workshop. It demands a fundamental shift in how a company defines, embodies, and integrates well-being into its identity.
What Does Well-Being Mean for Your Workplace?
If you want to create a culture of well-being, start by asking the hard questions:
- What does well-being mean in the context of your workplace?
- Do your leaders genuinely value and embody it?
- Is well-being prioritized at the board level?
Without an authentic commitment from leadership, well-being will remain a token gesture rather than a transformative value.
Well-being means different things to different organizations. Is it simply wellness—having enough energy, sleeping well, and avoiding unnecessary illness? Or does it extend to human flourishing—feeling calm, focused, connected, and positive? Perhaps it reaches even further to encompass eudaimonia, a state of thriving where employees are physically, emotionally, mentally, and spiritually fit.
A culture of well-being requires a holistic approach that honors the full spectrum of what it means to be human. This includes work and life, effort and recovery, ambition and self-care. Achieving this requires more than perks; it requires values-driven leadership and systemic change.
How Can Leaders Create a Culture of Well-Being?
A well-being culture is not something you “implement.” It’s something you cultivate. It’s built on attitudes, beliefs, and behaviors that are modeled, reinforced, and celebrated throughout the organization.
Start by asking these questions.
1. Do You Align Well-Being with Purpose?
As Simon Sinek says, “Start with why.” Be honest about why well-being matters to your organization. Perhaps it’s to enhance performance, productivity, and customer satisfaction. Acknowledge that well-being contributes to achieving business goals. Employees appreciate authenticity. They trust leaders who are transparent about the connection between self-care and performance.
2. Are Leaders Modeling the Behavior They Expect?
Leaders must walk the talk. They need to set boundaries, respect work-life balance, and show vulnerability. When employees see leaders taking care of their own well-being, it sets a powerful example.
3. Do You Respect the Balance Between Effort and Recovery?
High performance requires discomfort and effort, but it also requires recovery. Leaders must support employees in managing stress, navigating change, and bouncing back from challenges.
4. Is There an Ecosystem of Support in Place?
A culture of well-being is multifaceted. It might include workshops, tools like apps to support learning, coaching, gym memberships, or even an on-site healthy café. The hybrid workplace adds complexity, but the principles remain the same: provide practical, accessible support that aligns with your organization’s values.
5. Are You Measuring What Matters?
Track and measure well-being outcomes. Surveys, feedback sessions, and performance metrics can help demonstrate the impact of your initiatives. When leaders see tangible results, it reinforces the value of prioritizing well-being.
What Does It Mean to Be a “Well Company”?
To create a culture of well-being, the mindset must shift from “offering wellness programs” to “being a well company.” As I mention in my book Start With Values, the critical step in bringing a value to life is shifting from a static noun (or an ideal) to an identity. From “we value well-being” to “we are a well company.”
And this means integrating well-being into every aspect of the organization, from hiring practices and onboarding to performance reviews and leadership development.
A well company doesn’t just value well-being; it embodies it. It aligns its operations, systems, and culture with the principle that flourishing people drive flourishing organizations.
Which Well-being Training Companies Are Leading the Way?
If you’re seeking inspiration or resources to create a culture of well-being, here are ten companies and organizations making waves in this space:
- The Values Institute – Known for its values-driven approach to well-being, offering consulting, workshops, and leadership training that integrates well-being into company culture.
- Gallup – Leveraging data-driven insights to enhance workplace engagement and well-being.
- Resilience Institute – Specializing in resilience training, assessments, and coaching for organizations.
- BetterUp – Providing coaching and support for employee mental health and development.
- Headspace for Work – Offering mindfulness tools and resources tailored to workplace well-being.
- Virgin Pulse – Focused on holistic health and well-being solutions for companies.
- Thrive Global – Arianna Huffington’s organization promoting stress reduction and sustainable performance.
- LifeWorks – Delivering employee assistance programs (EAPs) and well-being solutions.
- Happify Health – Combining technology and behavioral science to improve employee mental health.
- Limeade – Focusing on employee well-being, inclusion, and engagement through technology solutions.
Why Should You Partner with the Values Institute?
At the Values Institute, we believe that a culture of well-being transcends quick fixes. It’s not about offering perks; it’s about transforming the way organizations operate and thrive. Our work is rooted in core values, aligning well-being with purpose, performance, and people.
If you’re ready to create a culture of well-being in your organization, we’re here to guide you. Let’s redefine success—not just as financial growth, but as flourishing people and teams.
Final Thoughts
Creating a culture of well-being is not easy. It requires commitment, courage, and clarity. But the rewards—engaged employees, sustainable performance, and a thriving workplace—are worth the effort.
As you embark on this journey, remember that well-being is not a destination. It’s a way of being. And it starts with you.
Let’s build a world where well-being is at the heart of work. Where people don’t just survive—they thrive.
Feel free to contact me if you’re ready to take the first step. Together, we can create something extraordinary.