How can you make your organization's culture value employee wellbeing?

I would do a survey to see what feel about employee culture and see what can I do to align to employee wellbeing, keep talking about importance of wellbeing for engagement and retention and try to link it. This is a very slow process and cant expect it to happen in days or months. Awareness, traning, accountability should be priority for HR , Manager and leadership to drive this.

In today's corporate landscape, the importance of prioritizing employee wellbeing cannot be overstated. The ripple effect of such an emphasis is profound. I've found that by taking stock of our existing culture, clearly defining and communicating organizational values, involving our leaders and empowering our workforce, we can build an environment where employees thrive. Continual assessment is the key – it's imperative to monitor our initiatives and gauge their efficacy. And remember, the goal isn't just a happier workforce but an environment where everyone feels valued and supported. As Richard Branson put it, "Take care of your employees, and they will take care of your business."

"Having spent the last decade dealing with HR conundrums, startup chaos, I’ve come to realize that building an organization's culture to value employee wellbeing is a lot like a trust fall exercise. First, you've got to choose your team wisely. Just as you wouldn't want to trust-fall into the arms of a "disengaged" person, the same goes for hiring. Choose individuals who not only align with your vision but also show a strong capacity for empathy, resilience, and innovation. Once your dream team is assembled, it's all about trust and support. Not just clapping from the sidelines but empowering them, respecting their work-life boundaries, and providing constructive feedback. Trust them to do their jobs (because you hired right, remember?)

Consider the nuances of different groups within the organization. Different departmental cultures, demographics, or remote versus in-office staff can impact employee well-being. Therefore, your assessment should be comprehensive and considerate of these differences to ensure that all voices are heard and everyone's wellbeing needs are addressed.

Even before stepping out to assess the current culture it's crucial to understand what is achievable. The results of the current culture assessment and the leadership's strategy for the future of the organization both need to align. One is incomplete without the other. And as the 2nd step is on vision - the current strategy, size and aspirations for growth must be taken into account.

However, ensuring these values are woven into every facet of the organization is equally important. The vision for employee well-being should be reflected in communications and company policies, strategic decisions, and everyday actions. The goal should be to create an environment where the concern for employee wellbeing is sincere and not just a communicated value.

There is a business case for well being and happiness at work and this needs to be communicated across all leadership levels. Increased happiness at work and over workplace well being leads to increased productivity, creativity, collaboration. Happiness at work leads to more promotions less sick days and fewer mistakes. All of the statistics should convince even the most skeptical managers.

They need to "talk the talk" and "walk the walk." Leaders and managers must embody the well-being practices they promote. They should lead by example by openly taking time for breaks, maintaining a work-life balance, and using wellbeing resources. This behavior from leadership can help normalize well-being practices throughout the organization.

The notion of "work-life balance" often seems reserved for lower-level employees. After all, how did the company's leaders reach their positions? Probably not by taking all their vacation time or attending their child's school Halloween party each year. However, it's time for a shift in this perspective. When leaders proactively demonstrate their commitment to leading meaningful lives beyond work, it takes significant strides toward fostering a company culture that genuinely values the well-being of its employees.

Follow the Surgeon General’s Mental Health Framework and implement it. It has amazing resources to help with employee wellbeing and was designed with a focus on the workplace.

I believe fostering a culture that values employee well-being must begin at the top; it can't be initiated from the bottom up. Team leaders, managers, and top-level executives need to understand the connection between well-being and productivity. While the definition of well-being can vary, it's essential to recognize that a work environment fostering open communication, fair compensation, and growth opportunities holds equal importance alongside more modern perks like yoga classes and mental health offers.

Creating a culture of wellbeing is only effective when there’s a trickle down effect from the highest levels of leadership. Enabling the leaders in an organization understand the pros of a wellbeing framework through tangible data is the first step. This should be closely followed by shifting their perspective to a more empathetic and compassionate leadership style that would promote employee engagement and retention.

Employee empowerment can also be amplified by fostering a sense of psychological safety, where employees feel they can express their thoughts, concerns, and suggestions without fear of negative consequences. Encourage openness, and ensure there are channels for employees to voice their ideas about improving wellbeing in the organization. This can create a feeling of collective ownership over the company's culture and wellbeing initiatives.

We need to empower employees to take responsibility for their own happiness. Culture change begins with the individual and then can grow exponentially from there. Now the question becomes how. People can be taught how to increase their happiness and how to build happiness at work. There are habits, tools and tactics that can be taught. Because happiness and fulfillment from our work can have a huge impact on our overall happiness and well being.

I would add that it's also important to communicate these findings back to the team regularly. Sharing the progress, success stories, and even areas where the company fell short in achieving its wellbeing goals makes the process transparent and increases trust. Moreover, this communication can reinforce the company's commitment to employee wellbeing and encourage employees' participation in future initiatives.

Creating a culture that values employee wellbeing isn't a one-time event. It is an ongoing, evolving process that requires constant attention and flexibility. Organizational culture and employee needs can change over time, and your approach to well-being should be adaptable to these changes. Regularly reassessing your strategies and being open to new ideas and approaches can help ensure that your culture effectively supports employee wellbeing.

In my experience I’m wondering if “make” is the proper word. ?? According to O.C. Tanner’s 2O23 Global Culture Report there are six core elements that together determine employee decisions to join, engage with, and remain at any place of work. Each contributes to the ever emerging culture - where wellbeing is featured as an essential element. Additionally, in Craig Groeschel’s leadership podcast, he reminds us that “culture is a combination of what you create and what you allow” and it doesn’t happen by accident.

As much as I wish it wasn’t so, many leaders want to know the ROI of investing in employee well being before signing off on programs. The idea that it’s the right thing to do isn’t really enough for them… they want you to “show me the money!” This can be a challenge, because it’s tough to prove what will happen if you DON’T do something… but be able to cite things like savings from lower turnover and recruitment efforts , expected additional discretionary effort, and increased productivity and collaborative work from a positive culture.

All leaders must value creating a culture that supports and enforces a sense of belonging and inclusion. This needs to include policies, procedures, and the overall work environment. It must be practiced each and every day. There should also be trainings and workshops to help!

Make sure your benefits and perks provide employees with a variety of options to care for their wellbeing. Some examples include insurance plans that provide good coverage for mental health services, an employee help program (EAP), paid subscriptions to meditation and on-demand therapy apps, sabbatical leave policies, and flexible time off.