How to create a successful corporate well-being strategy for your company?

Stats – Good Practices – Resources

How to create a corporate well-being strategy and why?

So, you’d like to address your employees’ well-being?

Perhaps your CEO has recently decided to get started with a corporate wellness strategy? Perhaps he or she has decided if should become part of the general company’s strategy?

Well, science says it’s the right thing to do.

In this article, we will show you some of the science-based evidence that clearly shows that if your company doesn’t invest in a corporate wellness strategy, it might actually become an issue on the middle term.

For example, did you know that employees who have a higher feeling of well-being are 33% more engaged and appreciate their work 42% more than those who feel lower levels of well-being*?

But that’s not all. Employees that feel better are 30% more loyal with their colleagues and are 36% more susceptible to recommend their company as a great place to work*.

Isn’t that the best advertising investment you could possibly make?

The current disengagement problem

You’re probably already aware that disengagement at work is skyrocketing and reaching some all-time highs.

According to a Gallup 2018 study, 90% of French and Belgian employees are not engaged in their work anymore

No need to mention this creates serious problems for companies and employees themselves. Absenteeism, burnouts, turnover, lack of productivity and a negative working vibe are just a few of them that could potentially have very serious consequences in the long term.

The solution?

Even if it’s already a great start, organising a weekly lunch-time yoga class and installing a ping-pong table in the office is not what will drive the results you hope for.

Well-being at work has to be part of a solid strategy. Just as your sales or marketing strategy. In fact, we could say your well-being strategy must be part of your global strategy.

We are talking about your teams and your employees. They are the blood of your company, the fuel that makes it move forward.

Making sure they are healthy and happy is just common sense when we think about it. If you’re nourishing the relationships you have with your clients, how come you’re not doing the same with your employees?

What’s even more important?

When you’re taking care of your employees, contrary to linear trends you could observe in other departments, you’re creating exponential results. You’re creating a network effect, an ecosystem, within your company which, in the long term, will rapidly grow outside of your walls.

If you’re still not convinced quite yet, just try to keep going without facing the situation. You’ll only realise you’ll get more and more obsolete as your concurrents adopt new management styles and work on more solid corporate wellness strategies.

Let’s be honest here. You’ll not be able to sustain long term results without addressing your employees’ health and well-being. As working hours, connectedness, and responsibilities are increasing, money is not enough to have someone dedicate his or her life to his or her job.

Workplace well-being and the fact of allowing your teams to take part in its implementation is the future of work.

But to do it right, you will need to have a solid plan in place. You will need to follow meaningful metrics. You will need to commit.

The management team will also need to get involved by leading by example. Last but not least, you will need to be consistent. Consistency is key because it is a long-term strategy and not a quick fix!

It’s a bit like training for a marathon. Do not expect to get the best results after seeing your personal trainer once or twice. You will have to take your training and your lifestyle seriously if you want to get great results.

Here are a few pieces of advice that will make sure you’ll get started alright:

1. Create a solid corporate well-being plan

Just like in marketing or sales, it is not by taking one single action that you get the best results – if at all.

You must have a well-developed plan, a one-year strategy, with metrics to measure to be sure you are on the right track.

That brings us to the next question…


2. What are the most significant metrics to track?

Your metrics will need to be specific to your organization, its strengths and weaknesses, and the things you want to improve.

If you don’t know where to start, a tool like Wellnest’s survey module can help you identify the state of your company and better understand what’s going on and how your employees are feeling.

But a good starting point would be to track turnover, the average number of sick days per employee, and the number of days of long term absenteeism. In 6 and 12 months’ time, you will be able to get a better picture and clearly observe how things are evolving following the implementation of your strategy.

Please note, this kind of change does not happen overnight, it takes on average a year before observing some real changes in the company’s corporate culture and in the levels of commitment, motivation, and productivity of your workforce.


*Sources: Quantum Workplace – 2016 Well-Being & Engagement Report and Artemis Research, 2018, Bersin by Deloitte, 2017.

Employees with higher well-being are


More Productive


More Engaged


Less Sick

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