Read any recent article on employee engagement or retention, and you’re almost guaranteed to find one common theme: employee wellbeing.

But wellbeing is far more than a passing trend — it’s a foundational element of the employee experience. According to the 2024 Workplace Trends report conducted by the Arbinger Institute, only 29% of employees feel satisfied with their employer’s commitment to supporting wellbeing. That’s a staggering gap — and a clear opportunity for businesses to do better.

What is employee wellbeing?

Employee wellbeing encompasses an individual’s mental, physical, emotional, and financial health, all of which are shaped by both personal and workplace factors.

These may include:

  • The physical and psychological work environment

  • Workload and work-life balance

  • Access to mental health support

  • Physical health

  • Career growth and development opportunities

  • A sense of belonging and psychological safety

  • Quality of relationships with colleagues and managers

  • Financial stress and income security

When employees feel supported across these areas, they are more likely to be engaged, productive, loyal — and less likely to burn out or leave.

But this doesn’t happen by chance. A well-designed wellbeing strategy that incorporates a range of initiatives is crucial to cementing employee wellbeing as the cornerstone of a positive organisational culture.

Why Wellbeing Matters for Business

Your people are the most important asset in your business, so investing in their wellbeing is a no-brainer. Organisations with high wellbeing cultures report:

  • Lower absenteeism and turnover

  • Increased productivity and innovation

  • Higher employee satisfaction and retention

  • Improved employer brand and talent attraction

Put simply: your people are your most valuable asset. When you invest in their wellbeing, the business thrives.

What Does a Wellbeing Strategy Look Like?

A wellbeing strategy is a structured approach that aligns your people’s needs with your business goals. It should go beyond ad hoc initiatives or one-off events and include clear objectives, measurable outcomes, and ongoing review.

There’s no one-size-fits-all approach — your strategy should reflect your business size, workforce demographics, working arrangements, and industry risks.

A well-designed wellbeing strategy might include:

Physical Wellbeing

  • Subsidised gym memberships or fitness classes

  • Ergonomic assessments and equipment

  • Healthy snack options or meal subsidies

  • Movement breaks, walking meetings, or “stretch and reset” sessions

Mental and Emotional Wellbeing

  • Access to Employee Assistance Programs (EAP)

  • Mental health first aiders within the team

  • Mindfulness or resilience workshops

  • No-meeting days or focus time blocks

Work-Life Balance

  • Truly flexible working options (compressed weeks, remote work, school holidays off)

  • Clear boundaries and expectations around after-hours communication

  • Encouraging use of leave and time off — especially mental health days

Professional Growth and Purpose

  • Ongoing development pathways, mentoring and coaching

  • Cross-skilling and career mapping

  • Internal leadership programs and secondment opportunities

Recognition and Belonging

  • A mix of formal and informal employee recognition

  • Celebrating wins (big and small) in team meetings or on internal channels

  • Creating psychologically safe environments where people feel seen and heard

Community and Connection

  • Volunteering programs or paid community service days

  • Company participation in charity events or social impact initiatives

  • Team-building days with a purpose (not just a pub lunch)

Building the Case: Do You Have a Wellbeing Strategy?

Forbes has boldly declared that the future of work is employee wellbeing. But the current reality tells a different story.

Recent research shows that:

  • Less than 50% of organisations offer any kind of wellbeing program

  • Only 26% have a structured wellbeing strategy with goals and defined outcomes

This isn’t just a missed opportunity — it’s a business risk. Without a wellbeing strategy, organisations may struggle to retain talent, manage burnout, or foster a strong internal culture.

Getting Started

If you’re just beginning, here are three practical steps to kick off your wellbeing strategy:

  1. Ask Your Team
    Run a short pulse survey or hold small-group conversations to understand what wellbeing means to your employees — and where the current gaps are.

  2. Define Your Pillars
    Choose 3–5 key focus areas based on employee feedback, business needs, and workplace context. Build initiatives around these areas.

  3. Set Goals and Measure Impact
    Track participation, satisfaction and outcomes. For example: reduced sick leave, improved engagement scores, or lower turnover.

Ready to Prioritise Wellbeing in Your Workplace?

Wellbeing is no longer a ‘nice to have’ — it’s a strategic lever that drives engagement, innovation, and performance.

At Common Goal Consulting, we work with small to medium-sized businesses to design tailored wellbeing strategies that actually make a difference — for your people and your bottom line. Get in touch to find out how we can help you build a wellbeing strategy that works via our enquiry page – commongoalconsutling.com.au/contact