What do we mean by Wellbeing at work?

Have we a palpable culture that genuinely cares?

Building and maintaining a constructive and caring culture is an essential step to wellbeing at work. Without this – all other things that you do to develop wellbeing at work will be impaired.

Do our leaders believe?

Leaders need to ideally demonstrate their belief in team member wellbeing. Perhaps sharing their own wellbeing stories in an authentic way would be a good start.


Encourage a culture of people asking each other if they’re ok, and ensure they know where to get support if required. Listen, encourage action, and check-in.

Have we access to a range of wellbeing resources?

Managing energy, mindfulness, practical home office set-up tips, have we got a growth mind-set?

Are we giving access to a variety of tools and support services? Are we being flexible and adaptable in our approach to supporting our people’s wellbeing?

Different things work for different people.

Is everyone aware of the importance of sleep?

Sleep is one of the most important things we can do for our wellbeing. Lack of sleep not only impacts our physical and mental wellbeing directly; it also negates the benefits of many of the other great things we do. Include the importance of sleep with our other practical wellbeing tips.

What are our flexible working conditions?

Particularly since Covid flexible working includes working remotely from home.

The lines between personal and professional can become blurred. Dealing with distractions, clarifying output measures and more need talking about and clarifying.

Is flex an ongoing way of working and do we balance it enough with the human need for face-to-face connection?

Are we courageous enough?

Be courageous with difficult conversations. People spend a large amount of their lives at work. Strong relationships are core to our success, strong relationships only flourish if we push ourselves and others out of our comfort zone. The workplaces and its leaders have an important part to play. 'If it is to be – let it be me!'

Author: Peter Robinson
Team Leadership Services