Create a wellbeing strategy that attracts, supports, and sticks

A plan that fits your people

When it comes to wellbeing, a one-size-fits-all approach just won’t cut it. Especially when your people work in different ways and places.

To really support your team, your wellbeing strategy needs to reflect your culture, challenges, and the things that make your organisation tick.

Start by asking what your people actually need. Anonymous surveys, casual chats, check-ins, even exit interviews all help. But if people don’t feel safe being honest, you won’t get the full picture. Psychological safety really is the foundation of a strategy that sticks.

And don’t forget the day-to-day reality of different teams. Frontline workers and office staff experience work differently – a good wellbeing plan makes space for everyone.

Finally, don’t let your strategy sit on the sidelines. Link it to your bigger goals, values, and mission. That’s how it becomes something everyone backs, rather than boxes to tick

The four pillars of wellbeing

Wellbeing isn’t just about mental health (though that’s a huge part of it). 

A great strategy wraps around the whole person, covering four key areas: mental, physical, financial and community. Together, they form a safety net that supports your people through the highs and lows. 

Mental wellbeing means creating a stigma-free culture where speaking up feels safe 

Physical wellbeing encourages movement, rest, and the right care when illness or injury strikes 

Financial wellbeing offers tools and practical help to ease money worries  

Community wellbeing keeps everyone feeling part of the bigger picture   

Cover all four, and you’ll truly be looking after your people – not just on paper, but in practice.

 

A two-pronged approach

The best wellbeing strategies mix internal support with external help, so your people always know someone’s got their back.

Inside the company, mental-health first aiders, wellbeing champions, and resilience workshops make support part of everyday life.

Outside, an Employee Assistance Programme offers expert help anytime perfect for shift workers and global teams.

Together, the two create a whole-health employee value package that’s powerful, cost-effective, and totally tailored to your people.

Let wellbeing shape the way you work

Once your plan is set, its time to bring it to life by getting everyone involved.

Openness and empathy from the top really makes a difference. When managers feel confident to chat about wellbeing and point people towards support, it creates a space where employees feel safe to speak up early – before small issues turn into big problems like absence or turnover.

But don’t stop there. Be sure to keep talking about the support you offer so wellbeing becomes part of your culture. The more visible and normal it is, the more people will use it and actually benefit from it.

 

Track it and tweak it

For long-term success, you’ve got to track how your wellbeing strategy is doing. Use the research you started with as a baseline, then check those numbers again once your plan is in full swing to see what’s working.

Metrics matter, but so does keeping the conversation going. Regular surveys and check-ins help spot new challenges and make sure your support stays spot-on. People’s needs change, and your strategy should too.

External pressures, like rising living costs, can pop up suddenly, so build some wiggle room into your plan. Measure, adapt, and grow – that’s the secret to creating lasting impact.

 

Ready to feel the benefits of a rock-solid wellbeing strategy in your organisation? Book a demo with the team today.