The workplace is evolving and so are employee expectations. According to CIPD research, organisations with robust wellbeing strategies report higher morale, engagement, and retention.
When wellbeing and values are embedded into organisational culture, the payoff is clear: improved performance, resilience, and loyalty.
1. Why Wellbeing and Values Drive Success
Work-related stress costs businesses millions in lost productivity. In 2023/24, 29.6 million working days were lost to ill health, with stress and anxiety leading the way. Beyond the numbers, disengaged employees cost organisations up to 34% of their annual salary in lost productivity.
The business case is undeniable:
- Higher engagement: Employees who feel valued and supported are 17% more productive.
- Lower turnover: A strong values-driven culture reduces attrition by up to 50%.
- Better performance: Healthy, motivated employees deliver better results and innovation.
2. Building a Resilient Organisation
Resilience isn’t just an individual trait—it’s a cultural asset. Organisations that embed wellbeing and values into their DNA create teams that adapt and thrive during change.
What resilience looks like in practice:
- Psychological safety: Employees feel safe to speak up and share ideas.
- Flexibility: Hybrid work options and autonomy boost adaptability.
- Continuous learning: Training in stress management and emotional intelligence strengthens resilience.
3. Practical Steps for Implementation
Embedding wellbeing and values requires more than a policy, it needs action. Here’s how to start:
a) Leadership Buy-In
- Model the behaviour: Leaders should actively demonstrate wellbeing practices (e.g., taking breaks, using mental health resources).
- Allocate budget: Fund wellbeing initiatives like EAPs, workshops, and wellness days.
- Set KPIs: Include wellbeing and engagement metrics in leadership performance reviews.
b) Align Policies with Values
- Review HR policies to ensure they reflect organisational values (e.g., fairness, inclusion).
- Integrate wellbeing into performance reviews and leadership KPIs.
c) Communicate Clearly
- Launch an internal campaign explaining your wellbeing strategy.
- Share success stories and testimonials to build trust.
d) Measure Impact
- Track engagement scores, retention rates, and wellbeing metrics quarterly.
- Use pulse surveys to gather employee feedback and adjust strategies.
e) Offer Tangible Support
- Provide access to mental health resources and resilience training.
- Introduce wellbeing perks: mindfulness apps, gym memberships, or flexible schedules.
4. The ROI of Wellbeing
Investing in wellbeing isn’t just good for people, it’s good for business.
- Every £1 spent on mental health interventions returns £5 in reduced absenteeism and presenteeism (Deloitte).
- Organisations with strong wellbeing cultures outperform competitors in productivity and innovation.
Conclusion
Wellbeing and values are essential for sustainable success. Organisations that invest in these areas will outperform those that don’t. Start small, measure impact, and scale what works.
👉 Contact us about creating a values-driven wellbeing strategy for your organisation.
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