How to get started with your workplace wellbeing strategy
- Clare Kenny
- Jul 9
- 3 min read
Updated: Jul 12
Creating a wellbeing strategy from scratch can feel overwhelming. With endless topics to cover, different needs across your organisation, and limited time and resources, it’s hard to know where to begin!
But here’s the truth - a good wellbeing strategy doesn’t need to be complicated. It needs to be relevant. Thoughtful. Actionable. And above all, aligned with what matters most to your people and your business.
Here’s a practical guide to help you get started.
Start with the data you already have
You don’t need a fancy new platform or a wellbeing specific survey to begin. Your current data can reveal a lot -
Demographics: Who makes up your workforce? Gender, age, caring responsibilities, cultural backgrounds - these all affect what people need to thrive.
Engagement surveys: Look beyond specific wellbeing questions. Themes like poor leadership, high workload, or lack of recognition are wellbeing issues in disguise.
Exit interviews: What patterns are emerging? Are people leaving due to burnout, stress, or a lack of support?
Online feedback: Comments on Glassdoor or LinkedIn can feel extreme, but the general themes often hold valuable insight.
Ask the right questions
Before jumping into solutions, get clear on what you’re actually trying to solve.
Some helpful prompts...
What are your broader business objectives - and how can wellbeing help drive them?
What are the differences across regions, departments, or job roles that you’ll need to consider?
If you could wave a magic wand - what would wellbeing look like at your organisation in 1, 3, or 5 years?
What’s already in place? How does it align with your other strategies (like D&I, H&S, or CSR)?
Who are your key stakeholders, allies and sponsors across the business?
Build the foundations: your vision, objectives and team
Start by defining a clear vision for wellbeing. Make it aspirational and aligned with your organisational values.
Then, set a few key priorities. Don’t try to fix/address everything at once - focus on what will make the biggest difference.
Finally, consider who’s helping you make this happen. Who’s your exec sponsor? Who’s on your core delivery team? And who do you need to influence across the wider business?
Bring your strategy to life
To create a strategy that sticks, you’ll need to -
Communicate clearly: Use language that’s relatable and inclusive. Avoid over-feminising wellbeing (you might not even use the word wellbeing!). And make sure your messaging is consistent and recognisable.
Use branding intentionally: Align your wellbeing messaging with your overall brand, language, visuals, and tone all matter.
Support through key life moments: Think beyond work stress. From menopause and miscarriage to caring duties and mental illness, offering guidance and support through life’s key moments makes a huge impact.
Upskill your people, especially your leaders
You can’t build a healthy culture without investing in your people. Especially your managers and senior leaders. The way leaders behave has a ripple effect on everyone else.
Focus training on...
Compassionate conversations
Stress and burnout awareness
Psychological safety
Role modelling healthy behaviours
Different audiences need different skills. Equip senior leaders, managers, champions, and employees with the tools they need to play their part.
Review how you work
A powerful wellbeing strategy doesn’t just offer support, it tackles the root causes of stress.
Ask yourself...
Are our systems and processes helping or hindering?
Do we expect instant replies or out-of-hours availability?
Is our meeting culture healthy or overwhelming?
Is the way we work actually sustainable?
Build and support a champion network
Wellbeing champions can amplify your work, but only if they’re supported!
Be clear on their role, offer perks or recognition, and create regular opportunities for feedback and connection. A few consistent, achievable actions go much further than a million ideas with no follow-through.
Measure what matters
You don’t need to measure everything, just what matters to your business. That might be engagement, retention, attendance at events, or employee feedback.
Regularly review and adapt your strategy based on what’s working and where the gaps are.
Start with the basics and be prepared to evolve
You don’t need to get it perfect. You just need to get it moving. Start with the basics, listen to your people, and build something that evolves over time.
Because when wellbeing becomes a part of the way you work, not just what you offer that’s when real culture change happens.
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