{"id":8640,"date":"2021-07-12T10:29:45","date_gmt":"2021-07-12T14:29:45","guid":{"rendered":"https:\/\/www.sage.com\/en-us\/blog\/?p=8640"},"modified":"2026-02-09T05:26:57","modified_gmt":"2026-02-09T10:26:57","slug":"support-employee-wellbeing","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-us\/blog\/support-employee-wellbeing\/","title":{"rendered":"6 ways to support employee health and wellbeing"},"content":{"rendered":"
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\n\t\t\t\t\t\t\tPeople & Leadership<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
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\n\t\t\t\t\t\t6 ways to support employee health and wellbeing\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

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\n\t\t\t\n\t\t\t\t\"\"\t\t\t\tJessica Leyshon<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n

It\u2019s a fact. Companies with wellbeing programs in place are rewarded when it comes to productivity.<\/p>\n\n\n\n

Better employee morale and engagement, a healthier and more inclusive culture, and lower absence are just some of the benefits that follow.<\/p>\n\n\n\n

However, a wellbeing program must be an integral part of the company culture to be effective \u2013 not just a nice to have.<\/p>\n\n\n\n

So, here\u2019s our top tips for HR and People teams to create a wellbeing culture to support your employees effectively and holistically.<\/p>\n\n\n\n

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Transform your workforce with Sage<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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No matter the size of your team, Sage offers HR solutions to help you lead, manage, and engage your people.<\/p>\n

 <\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tFind out more<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n\n

1. Get buy-in from the top<\/h2>\n\n\n\n

Reach out to senior leaders who don\u2019t have a good work-life balance and engage them.<\/p>\n\n\n\n

Offer guidance to them around their personal wellbeing and provide support on how they can lead by example. Simple but effective initiatives include being seen to finish working on time and not emailing out of hours.<\/p>\n\n\n\n

For example, Vynamic<\/a>, a healthcare consulting firm, implemented a company policy to discourage emailing after hours \u2013 including senior managers. Employees were banned from sending work emails from 10 pm to 7 am on weekdays and anytime on weekends. This simple change helped mitigate stress.<\/p>\n\n\n\n

Elsewhere, Jeanette Martin, VP and Employee Wellness Program Manager at BankUnited<\/a> engaged the leadership early on in their own wellbeing strategies, and now sits in on all of their senior leadership meetings \u2013 which brings us to our second tip\u2026<\/p>\n\n\n\n

2. Have a dedicated member of staff responsible for wellbeing<\/h2>\n\n\n\n

If your organization is serious about supporting employees\u2019 health and wellbeing, consider creating a role within your HR or People team dedicated to this.<\/p>\n\n\n\n

A good health and wellbeing professional will create programs for different abilities and ages and foster a culture of wellbeing. They will ensure the topic is always front and center for managers.<\/p>\n\n\n\n

3. Tweak your wellbeing programs depending on your workers<\/h2>\n\n\n\n

Create, develop and tweak your plans over time depending on your employees\u2019 engagement levels.<\/p>\n\n\n\n

At the beginning, your focus might be participation. Not every program will interest everyone, so you will need to test a range that people of all ages and abilities can be a part of. For example, you could try something as gentle as an online calming yoga group to high impact virtual kick boxing sessions.<\/p>\n\n\n\n

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Take an interactive tour of Sage People<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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Discover how Sage People can transform the way you hire, manage, engage, and retain your workforce in this self-guided interactive product tour.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tBegin Tour<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n\n

4. Have a specific long-term goal<\/h2>\n\n\n\n

Once your programs are established, you can change your goals to be more outcome orientated.<\/p>\n\n\n\n

Have a clear goal so that your program is easily understood and trusted. Whether your program is designed to reduce work-related ailments or prevent burnout, stay focused. Find out the top one or two health issues prevalent in your organization or the top wellbeing things your employees are asking for and devise a program to tackle them.<\/p>\n\n\n\n

Also, be realistic. if you\u2019re just starting out on this culture shift, you may not be able to cover all bases of health and wellbeing. Start off with one aim and when that is successful, you can build on it.<\/p>\n\n\n\n

The most effective programs offer a combination of holistic, alternative, and clinical approaches to general wellbeing, mental health<\/a> and financial health issues which cater to the needs of a diverse employee population.<\/p>\n\n\n\n

5. Use data to understand patterns in behavior<\/h2>\n\n\n\n

Use People analytics to understand your people better. For example, are there specific teams who are disengaged?<\/p>\n\n\n\n

Once you\u2019ve done that, ask your people what would make them feel more supported by the organization. Whether it\u2019s stress or a family issue for example, once you understand the issues thanks to data, you\u2019re closer to effectively solving them.<\/p>\n\n\n\n

6. Don\u2019t ignore the easy wins<\/h2>\n\n\n\n

While creating an effective wellbeing strategy is a longer burn, there will be some easy wins right away.<\/p>\n\n\n\n

Provide resources for your people as and when you introduce a new initiative or simply if you want to reiterate the importance of something that\u2019s critical to your employees\u2019 wellbeing.<\/p>\n\n\n\n

Whether that be a central place for top tips for keeping your people engaged or increasing your internal communications with latest updates then it\u2019ll allow your employees to keep up to date with the wellbeing strategy.<\/p>\n\n\n\n

For example, lunch breaks may seem trivial but they\u2019re vitally important for wellbeing. Despite that, the average lunch break is under 30 minutes<\/a> and over 62% of employees<\/a> eat lunch at their desks.<\/p>\n\n\n\n

Remind your people of the importance of taking a break and speak to managers so they\u2019re aware of the benefits breaks have for employees.<\/p>\n\n\n\n

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Deliver engagement through experiences<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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Download our eBook “Delivering engagement through experiences” to find out why it’s time to change focus and where HR leaders can turn to drive productivity in their workplace.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tDownload now<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n\n

Wellbeing takes time<\/h2>\n\n\n\n

On average, organizations with a culture of health have been offering health and wellness programs for at least six years \u2013 but they\u2019re well worth the wait. However, that doesn\u2019t mean that you can\u2019t make changes for the better starting now.<\/p>\n\n\n\n

Effective and successful wellbeing programs can help improve an organization\u2019s culture and change lives. Companies can also benefit from lower turnover rates, fewer absences, increases in productivity and higher job satisfaction.<\/p>\n\n\n\n

What wellbeing initiatives do you have in place?<\/p>\n\n\n

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Reimagine your HR process<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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When your people perform at their best, so does your business. Download our free guide to discover how you can transform your small business workforce.<\/p>\n

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Get our latest business advice delivered directly to your inbox.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tSubscribe<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"Working\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Free gym subscriptions and fruit aren’t enough to support employee wellbeing in the workplace. Here are six ways to make it part of your company culture.<\/p>\n","protected":false},"author":1118,"featured_media":8529,"menu_order":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"footnotes":""},"categories":[47],"tags":[17],"business_type":[41],"lilypad":[],"context":[],"industry":[411],"persona":[99],"imagine_tag":[215],"coauthors":[734],"class_list":["post-8640","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-people-leadership","tag-hr-payroll","business_type-growing-business","industry-human-resources"],"sage_meta":{"region":"en-us","author_name":"Jessica Leyshon","featured_image":"https:\/\/www.sage.com\/en-us\/blog\/wp-content\/uploads\/sites\/2\/2021\/08\/Buyers-guide-hero-scaled.jpg","imagine_tags":{"215":"HR and Payroll"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice US","distributor_original_site_url":"https:\/\/www.sage.com\/en-us\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts\/8640","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/users\/1118"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/comments?post=8640"}],"version-history":[{"count":0,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/posts\/8640\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/media\/8529"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/media?parent=8640"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/categories?post=8640"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/tags?post=8640"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/business_type?post=8640"},{"taxonomy":"lilypad","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/lilypad?post=8640"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/context?post=8640"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/industry?post=8640"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/persona?post=8640"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/imagine_tag?post=8640"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-us\/blog\/api\/wp\/v2\/coauthors?post=8640"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}