Let’s be real – most ‘employee wellbeing’ initiatives miss the mark.
Free fruit? A mindfulness webinar? Corporate yoga?
That’s not going to fix burnout or make people feel truly valued at work.
Employee wellbeing is about creating a workplace that prioritises employee health above all else.
In this guide you’ll get real, actionable strategies to improve your team’s physical, financial, social, and emotional wellbeing in ways that actually make a difference.
No jargon or gimmicks – just practical steps to build a happier, healthier workplace.
Employee wellbeing refers to the complete state of health, happiness, and satisfaction of employees in the workplace.
It goes beyond physical health and encompasses mental, emotional, and social aspects.
When employees have a positive sense of wellbeing, they are more engaged, motivated, and productive, leading to a more fulfilling work-life experience.
A study from Deloitte found that for every £1 invested in employee wellbeing, there is almost a £5 return on investment for your organisation.
For every £1 spent on supporting their people’s mental health, employers get nearly £4.70 back on their investment in improved productivity. 
The four pillars of employee wellbeing include emotional wellbeing, social wellbeing, financial wellbeing, and physical wellbeing.
When focusing on wellbeing at work, you must consider all pillars and find a balance between them.
Each pillar interrelates and can impact one another.
For example, an employee experiencing financial stress will likely also be experiencing poor emotional wellbeing – which can then potentially lead to social withdrawal and less physical activity.
The most effective employee wellbeing strategies build-in resources to address each of the pillars for an all-inclusive approach.
Taking care of our bodies is crucial for overall wellbeing.
The physical wellbeing pillar includes aspects like staying active, eating nutritious foods, rest and relaxation, getting enough sleep, and addressing any health concerns.
Emotional wellbeing all about understanding and managing our feelings in a healthy way.
It’s about being aware of our emotions, expressing them constructively, and developing resilience to cope with life’s inevitable ups and downs.
Money matters can impact employee stress levels and happiness.
Financial wellbeing involves managing our finances wisely, planning for the future, and feeling secure about our financial situation.
Our social connections are essential for a sense of belonging and support.
It’s about nurturing meaningful relationships, connecting with others, and having a positive social network that brings joy and comfort.
It’s very simple – employee engagement is a direct result of how employees feel about their work, their level of motivation, and their commitment to your organisation.
When employees are physically and mentally healthy, supported in their emotional needs, and have a positive work culture, they are significantly more likely to be engaged, productive, and actively contribute to the success of your company.
And on the other side of the coin, neglecting employee wellbeing can lead to disengagement, reduced productivity, and higher rates of absenteeism, impacting a business’s bottom line.
Deloitte found that poor employee wellbeing costs UK employers up to £51 billion per year – which just goes to show that people are, and have always been, your most valuable asset.
Poor employee wellbeing and mental health costs UK employers up to £51 billion per year.
To improve employee wellbeing you must build a comprehensive wellbeing program encompassing a variety of surveys, strategies, initiatives, and benefits – covering physical, emotional, financial and social needs.
It is no easy feat, especially when you consider diversity of employees, remote and hybrid working, and plenty more of the many challenges of the modern working environment.
Today there are dozens of fun and engaging apps that promote physical activity for employees’ – they’re easy to implement and are super inclusive, with activities ranging from hiking to gardening.
Not only are social sport teams a great way for teams to bond and get in exercise, but charity tournaments can be used to raise money and give back to communities.
Flexible work will give your employee’s the support they need to find time for regular exercise and physical activities outside of the office.
Ensure regular meetings with managers are in employee diaries so they have ongoing opportunities to voice their feelings, raise any concerns, offers ideas and provide feedback.
Hold workshops that build emotional intelligence, resilience, and coping skills.
By equipping employees with emotional self-awareness and effective emotional regulation strategies, you will create a more emotionally supportive environment.
Offer confidential counselling services to employees, either through in-house counsellors or external EAP providers, to support them in managing stress, anxiety, and other mental health concerns.
Offer financial literacy workshops and seminars to help employees understand budgeting, saving, investing, and debt management.
Offer retirement and future planning support, such as access to advisors or tools to help employees estimate their needs and set financial goals.
Including a range of financial benefits including health insurance, dental insurance, life insurance, employee discounts programs, bonus schemes, and increased paid time off will contribute hugely to your employees’ overall financial wellbeing.
Organise regular team-building activities, social events, and group outings to encourage colleagues to connect on a more personal level and build a sense of camaraderie.
Create social groups that cater to various interests, backgrounds, or hobbies of employees.
These groups create safe spaces for employees to come together based on shared identities or interests, allowing them to form meaningful connections and support each other in the workplace.
Recognition tools where employees are encouraged to acknowledge and appreciate the efforts and achievements of their colleagues are a great way to build social wellbeing.
Creating a workplace where employees genuinely feel supported starts with listening – and that’s where Stribe’s employee wellbeing surveys come in.
A great wellbeing strategy isn’t about guessing what your team needs – it’s asking them first, and then taking meaningful action.
Here’s how to get started:
Use Stribe’s wellbeing survey templates or create your own to explore key areas like stress levels, work-life balance, and overall job satisfaction.
Employees are more likely to be honest when they feel safe. Stribe’s anonymous surveys encourage open and honest feedback.
Don’t just focus on individual responses – track patterns overtime to understand what’s really impacting your team’s wellbeing.
Use survey insights to implement changes that actually matter – whether it’s improving flexible work options, offering better mental health support, or tackling workload concerns.
Wellbeing isn’t a one-off initiative. Run regular pulse surveys with Stribe to check progress and adapt your strategy as needed.
About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
