1. Use leading indicators to measure well-being levels
Organizations often rely on lagging metrics such as absence from work, which don’t capture the full picture. Leading indicators, such as employee happiness and job satisfaction, provide a more accurate measure of well-being.
2. Co-create supportive environments
Foster a culture of acceptance where employees feel valued, even on difficult days. Regular feedback and open conversations allow employees to express their needs and help bring their full selves to work.
3. Institute flexible work arrangements
Hybrid or flexible working can have significant benefits for companies and their workforce. A study by Harvard and Penn State University, for example, found that flexible working can significantly reduce the risk of a heart attack or stroke, and is also believed to prevent burnout and protect mental health.
Companies need to move beyond superficial programs to embed well-being into their core operations, and leaders must understand that investing in well-being is about building resilient, innovative teams that drive long-term success.
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