Creating a Culture That Values Employee Well-Being

Yoga, meditation, pizza parties, and smoothie bars often get a bad rap—or become easy scapegoats—for ineffective wellness strategies. But these activities can support well-being when used alongside deeper organizational efforts. Real change only happens when organizations tackle the core drivers of burnout and embed well-being into their core values and culture. This includes: • Fair workloads and staffing levels to prevent chronic overwork • Clear roles and expectations to reduce confusion and stress • Psychological safety so employees feel comfortable speaking up • Supportive leadership that models healthy boundaries • Flexible schedules and work options where possible • Opportunities for career growth, learning, and personal development • Effective communication and alignment to reduce unnecessary stress • Access to mental health resources and peer support networks Sustainable and holistic well-being isn’t served by isolated activities or “wellness programs.” It requires building a culture of joy, purpose, and connection where people feel valued and empowered to thrive in their work and life. Have you seen organizational cultures that get this balance right? #JustOneHeart #Wellness #Leadership #Culture

Here’s the hard truth for leaders: People don’t quit their jobs. They quit unhealthy environments. If you want a culture where your team can thrive, Focus on building workplaces people love being a part of. Here are 12 actionable ways to create a healthy work culture in 2025: 1/ Make growth a reality, not just a promise ↳ Your team wants to grow with you.  ↳ Give them the tools, mentorship, and clear paths for progression to actually do it. 2/ Address problems, don’t ignore them ↳ Toxicity spreads when bad behavior goes unchecked.  ↳ Be courageous enough to tackle it head-on. 3/ Respect time—and pay on time ↳ Timeliness is respect, whether it's deadlines or paychecks.  ↳ Value your team's time. 4/ Balance work and life, for real ↳ If you preach work-life balance, show it.  ↳ Encourage breaks and healthy boundaries. 5/ Build a culture of feedback and action ↳ Feedback is vital for growth, but only if you act on it.  ↳ Show your team their voice matters. 6/ Be clear, always ↳ Confusion breeds frustration.  ↳ Be clear, consistent, and compassionate in your communication. 7/ Show empathy beyond work ↳ Care about your team as people, not just their job titles.  ↳ A little understanding in tough times goes a long way. 8/ Celebrate progress, not perfection ↳ Big or small, celebrate wins.  ↳ Recognition is a powerful motivator. 9/ Involve your team in decisions ↳ Empowered employees feel ownership over their work.  ↳ Involve them in decisions, and they’ll commit. 10/ Lead by example, every day ↳ Your actions set the tone for your team.  ↳ If you want respect, empathy, and dedication, model it. 📌 Bonus tips for Remote Teams in the comment section below 👇 Don’t let great people slip away. Remote or on-site, the principles of great leadership remain the same: Respect. Support. Connection. The result? A team that’s engaged, loyal, and thriving! P.S. What’s one thing that keeps you motivated at work? — ♻️ Share this to inspire other leaders to create better workplaces. ➕ Follow Sandra Pellumbi for more.🦉

Another shocking headline below. Half of benefit managers know their wellness programs are failing. 🙄 Humans are a little more complicated than a program, portal or prize (or a benefit). In my opinion, there are two main directions employers can take to create the best opportunities for employees to be healthier and happier: 👉 Create the institutional infrastructure needed to support employees. 👉 Create a well-being culture that prompts the shared behaviors, beliefs and attitudes that align with health and well-being. What does this mean in practical terms? 1. Choose an organizational assessment tool that is evidenced-based. These tools provide a framework to approach the policies, leadership support, interpersonal strategies and yes, benefits, that support most employees' needs. Examples include: 👉 The Centers for Disease Control and Prevention Worksite Health Scorecard 👉 The American Heart Association's Well-Being Works Better Scorecard 👉 WELCOA (Wellness Council of America)'s Well Workplace Checklist [now sponsored by the International Foundation of Employee Benefit Plans (IFEBP)] 2. Create a Well-Being Culture. You can't buy this from a vendor and it's certainly not a point solution from a benefit company. You have to roll up your sleeves and build it yourselves. The good news is that you don't have to guess how to build this culture. There is a framework that addresses these six pillars: 👉 Leadership Engagement 👉 Peer Support 👉 Norms 👉 Social Climate 👉 Connection Points 👉 Shared Values The full recipe can be found in 📖 "A Cure for the Common Company". https://amzn.to/3bG1q1D Also not shocking... this is a marathon, not a sprint. Have a 3-5 year plan. #HumanResources #OccupationalHealth #EmployeeBenefits https://lnkd.in/eB_iZT_Y *** Hi, I'm Rich Safeer. I’ve been in the employee health and well-being space for 25 years and continue to learn how the intersection of our workplace, our jobs and the people at work impact our health and well-being. I’m a husband, dad, son and brother, manager, author, speaker and the chief medical director of employee health and well-being at Johns Hopkins Medicine. 📖 Trying to develop a new healthy habit? Try ‘A Cure for the Common Workday’, a journal designed to keep you on track. https://lnkd.in/ex5ywsc5 🎤 Keynotes, Workshops and Podcast Guest 💻 Already read the book and you want to learn more? Try the training program at https://lnkd.in/eeidfsrM 💙 Learn more at RichardSafeer.com Want to stay connected? 🔔 Ring the bell on my profile

Your manager pushes the team to hit KPIs and goals - They reach them, but employees burn out, and some leave. Is the team successful? I would argue: No I’ve seen this scenario far too many times: Companies celebrating "wins" at a steep human cost. - Late nights - Missed family moments - Stress that lingers long after goals complete Here’s the reality ↓ Unsustainable success isn’t real success. It’s a ticking time bomb. Healthy businesses start with healthy people. If your employees are sacrificing their mental and physical well-being to hit company goals, it’s time to rethink your approach. Here are 3 ways companies can shift the focus: 1. Set realistic workload expectations. Don’t treat overwork as a badge of honor. Adjust timelines and redistribute tasks when needed to avoid burnout. 2. Model and encourage balance. Leaders, take time off yourself and encourage employees to do the same without guilt. Show that rest is valued. 3. Invest in employee well-being. Offer mental health support, wellness programs, and flexible work options that let people thrive inside and outside of work. The best leaders don’t just chase KPIs—they create environments where teams can thrive sustainably. They right-size goals to match the resources available; not what they WISH was available. Long-term success comes from people who feel valued, supported, and energized—not drained. ♻️ Repost if you agree!

Leadership that overlooks wellbeing? That’s not leadership... Many leaders overlook it. Too often, wellbeing programs focus on physical health. But a real approach goes beyond gym memberships. Here’s how you can lead with wellbeing at the core: 1. Assess the Current State Collect employee feedback on health needs. Analyze absenteeism and turnover to guide changes. 2. Develop Holistic Initiatives Embrace flexible work—68% of companies now do. Offer fitness classes and ergonomic support. Build peer networks to strengthen teamwork. Provide counseling and mental health days. 3. Build a Supportive Culture Engage leadership to model healthy behaviors. Train managers to support mental health and avoid burnout. Foster open communication to build a trusting environment. 4. Offer Targeted Resources Provide access to wellness apps and information. Partner with providers for comprehensive health support. 5. Measure & Improve Track engagement and productivity to gauge impact. Gather continuous feedback to adjust as needs evolve. 6. Communicate Regularly Share clear policies across multiple channels. Encourage feedback to improve initiatives over time. Wellbeing is a leadership duty, not just an HR task. It drives retention, engagement, and a culture people seek. Follow Jonathan Raynor. Reshare to help others.

🚨 Toxic Work Culture: Its Mental Health Impact and the Path to Positive Change 🌟 In today’s fast-paced professional world, the environment we work in plays a crucial role in shaping not only our productivity but also our mental well-being. A toxic work culture—marked by micromanagement, favoritism, lack of trust, and poor communication—can have profound effects on individuals and teams. But the good news? Organizations can take deliberate steps to foster a healthy, trust-based culture that thrives on positivity and collaboration. 💡 📉 The Science Behind Toxic Work Culture and Mental Health Studies show that toxic work environments increase stress levels, leading to: ❌ Burnout – Chronic stress from excessive demands or lack of support. ❌ Anxiety & Depression – Employees feel undervalued or even unsafe. ❌ Decreased Morale – Poor communication and negativity hinder teamwork. ❌ Physical Health Decline – Prolonged stress can lead to insomnia, headaches, and even cardiovascular issues. 💔 Toxic workplaces also damage team dynamics, leading to conflicts, poor collaboration, and a higher turnover rate. 🌟 The Shift: Building a Positive Work Culture Organizations and leaders must take a proactive approach to create psychologically safe workplaces where employees feel valued and empowered. Here’s how: 1. 🔑 Build Trust at Every Level • Encourage transparent communication. • Empower employees to make decisions and take ownership. 2. 💬 Foster Open Communication • Create an environment where feedback flows freely. • Use active listening and ensure all voices are heard. 3. 🌱 Prioritize Employee Well-Being • Offer mental health resources and flexible working arrangements. • Recognize the importance of work-life balance. 4. 🤝 Lead with Empathy • Train managers to lead with emotional intelligence. • Celebrate achievements and recognize efforts consistently. 5. 📚 Invest in Professional Development • Provide opportunities for learning and growth to boost morale. 🏆 The Benefits of a Trust-Driven Culture ✅ Higher employee satisfaction and retention. ✅ Improved mental health and overall well-being. ✅ Better collaboration and team performance. ✅ Innovation thrives in an environment where employees feel safe and supported. Conclusion: Toxic work cultures may be pervasive, but they are not irreversible. By fostering trust, empathy, and open communication, organizations can create thriving workplaces where both individuals and teams can grow. 🌈 Remember, positive change starts at the top—leaders must lead by example. 💪 Let’s work together to build a culture where everyone feels seen, heard, and valued! 🌟 What steps are you taking to create a better workplaces? 💬✨