How to improve employee well-being: Common types & strategies

The workplace landscape has fundamentally shifted. What once passed for employee support — an occasional team lunch and steady paychecks — now barely scratches the surface of what today's workforce needs and expects.

Let's be honest: stress, burnout, and disengagement aren't just HR problems. They're business problems affecting everything from creativity to your bottom line. The organizations thriving today recognize that employee well-being isn't a nice-to-have program but a strategic necessity woven into company culture.

This article discusses what actually improves workplace wellness. Beyond the surface-level perks, we'll discuss science-backed approaches that make real differences in people's professional lives, and you’ll learn practical strategies from organizations that transformed their cultures — not through flashy t-shirts but through thoughtful, holistic approaches to how people experience work.

Key takeaways

• Employee well-being is a strategic priority, impacting productivity, engagement, retention, and overall business success.
• Common well-being initiatives include flexible work, mental health support, financial wellness programs, and professional development opportunities.
• Personalized benefits, such as Lifestyle Spending Accounts (LSAs), empower employees to choose wellness options that fit their needs.
• Encouraging work-life balance through flexible schedules, remote work, and generous PTO reduces burnout and improves morale.
• A positive workplace culture with open communication, recognition, and inclusivity fosters long-term employee satisfaction.
• Forma helps companies like Honda and lululemon create tailored well-being programs — <span class="text-style-link text-color-blue" fs-mirrorclick-element="trigger" role="button">schedule a demo today</span>

Why do you need to prioritize employee well-being?

Investing in employee well-being directly impacts your organization's bottom line. When employees are healthy, happy, and engaged, they're more productive, innovative, and committed to their work. This leads to better business outcomes, such as increased revenue, improved customer satisfaction, and a stronger brand reputation.

Here are some compelling reasons to prioritize employee well-being:

1. Boosted productivity: Employees who feel supported and valued are more likely to go above and beyond in their work, leading to increased efficiency and output.
2. Lower healthcare costs: By promoting healthy habits and providing access to wellness resources, you can help reduce the incidence of chronic diseases and lower healthcare expenses for both employees and your organization.
3. Reduced absenteeism: When employees are physically and mentally healthy, they're less likely to take sick days or extended leaves of absence, resulting in more consistent staffing and smoother operations.
4. Improved morale: A workplace culture that prioritizes employee well-being fosters a positive and supportive environment, leading to higher job satisfaction and a stronger sense of camaraderie among team members.
5. Better creativity: Employees who feel good about themselves and their work are more likely to think creatively, share ideas, and innovate, driving your organization forward.

Common types of employee well-being initiatives

If you’re wondering what type of benefits put employee well-being at the number priority, here are some to keep in mind.

How to improve employee well-being

Enhancing employee well-being requires a strategic approach that addresses the diverse needs of your workforce. Here are proven strategies to help you create a supportive and thriving work environment.

1. Offer flexible benefits and personalized support

One size does not fit all when it comes to employee benefits. What works for one person may not work for another. That's why offering flexible benefits and personalized support is key to improving employee well-being.

If you’re looking to move away from the traditional table stakes benefits, an LSA might be what you need. A lifestyle spending account allows you to allocate funds for each employee to spend on the wellness activities that matter most to them. Whether it's a gym membership, cooking classes, or art supplies, an LSA empowers your employees to choose how they want to invest in their own well-being.

Personalized support goes beyond just offering a menu of benefits. It means taking the time to understand each employee's unique needs and challenges. Regular check-ins, employee surveys, and one-on-one conversations can help you gather valuable insights into what your team members need to feel supported and engaged at work.

By tailoring your benefits offerings to the individual needs of your employees, you show that you value their well-being and are committed to helping them thrive both personally and professionally. This level of personalization can lead to increased job satisfaction, productivity, and loyalty among your workforce.

2. Prioritize mental health and emotional well-being

Mental health and emotional well-being are just as important as physical health. It's easy for employees to feel overwhelmed, anxious, or burned out, especially in high-stress work environments. If you feel like that is an issue plaguing your workspace, here are some steps you can take.

• Offer counseling services: Providing access to counseling services, either in-person or through telehealth platforms, can help employees navigate personal and professional challenges. These services should be confidential and easily accessible to encourage utilization.
• Personal development workshops: Stress management workshops equip employees with tools and techniques to better cope with work-related stress. These workshops can cover topics like time management, mindfulness, and effective communication strategies.
• Meditation and yoga sessions: Mindfulness programs, such as guided meditation sessions or yoga classes, can help employees reduce stress, improve focus, and enhance overall well-being. Consider offering these programs on-site or providing subscriptions to mindfulness apps.

3. Encourage work-life balance

Employees who feel like they have control over their time and can pursue personal interests are more likely to be engaged and productive at work.

• Be flexible: Some employees might need to drop off their kids at the daycare, or some might need a bit of a longer break to drive over to their significant other for lunch. Flexible working hours allow employees to start and end their day at times that work best for their individual schedules. By removing rigidity from the equation, you’re making life much easier for individuals with long commutes or family obligations.
• Allow remote work: Remote work options have become increasingly popular in recent years, and for good reason. Allowing employees to work from home, even just a few days a week, can reduce stress, increase job satisfaction, and boost productivity. It also shows that you trust your employees to manage their time effectively and get their work done, regardless of location.
• Better PTO policies: Generous paid time off policies are another way to encourage work-life balance. Ensure that employees feel comfortable taking time off to recharge, whether it's for a vacation, personal day, or mental health break. Make it a habit for managers to lead by example and take their own time off, setting the tone for a culture that values rest and relaxation.‍
• Encourage personal hobbies: Finally, encourage employees to prioritize their personal lives and hobbies. This could include offering stipends for gym memberships, art classes, or other activities that promote physical and mental well-being. You can also organize company-wide events or challenges that encourage employees to pursue their interests and bond with colleagues over shared passions.

4. Invest in professional development

Providing opportunities for employees to grow and advance in their careers is a key component of employee well-being. When you invest in your team's professional development, you demonstrate that you value their contributions and are committed to helping them reach their full potential.

Offering training programs, workshops, and seminars can help employees acquire new skills and knowledge that are relevant to their roles. These learning opportunities can be delivered in-person, online, or through a blended approach, depending on your organization's needs and resources.

Apart from that, another great option is to provide employees with the financial resources to attend industry conferences and events. These experiences provide valuable networking opportunities and expose employees to new ideas and best practices in their field.

If you want to contribute to the careers of your employees a little directly, consider offering tuition reimbursement or sponsoring professional certifications for employees who want to further their education or specialize in a particular area. The best employee benefits often include support for continuous learning and skill development.

5. Promote a positive and inclusive work culture

A positive and inclusive work culture is a key driver of employee well-being. When employees feel valued, respected, and supported, they are more likely to be engaged, productive, and committed to their work.

To grow a positive work culture, start by promoting open communication and transparency. Gently push employees to share their ideas, feedback, and concerns through regular team meetings, one-on-one check-ins, and anonymous surveys. Do your best to listen actively and respond promptly to show that you value their input.

Celebrate achievements and milestones, both big and small. Recognize individual and team successes through shout-outs, awards, and bonuses. This not only boosts morale but also reinforces the behaviors and values that align with your company culture.

It’s also a good idea to promote a sense of belonging by creating opportunities for employees to connect and build relationships. This can include team-building activities, employee resource groups, and social events. Try to design a well-being program that encourages cross-functional collaboration and knowledge sharing to break down silos and foster a sense of unity.

What difference does employee well-being really make for your business?

Employee well-being isn't just another corporate checkbox to tick off; it's become a weapon of companies who understand what really drives their success. 

The truth? Your team members are bringing their whole selves to work whether you acknowledge it or not. That stress from a medical bill, the mental load of caregiving responsibilities, or the burnout from constant connectivity doesn't magically disappear when they log in each morning. Smart organizations have figured out that addressing these realities isn't just nice — it's necessary.

This isn't about installing ping pong tables or stocking fancy snacks. Real well-being initiatives tackle what actually matters: mental health support that people will actually use, flexible arrangements that respect life outside work, and benefits that adapt to individual needs rather than forcing everyone into the same box.

Companies that get this right aren't just feeling good about their culture—they're seeing tangible results. Lower turnover costs. Higher productivity. Better collaboration. Meanwhile, organizations clinging to outdated approaches are watching their best talent walk out the door toward employers who understand that supporting the whole person is just good business.

The approach you choose matters. That’s where Forma comes in. Forma’s flexible benefits platform allows companies to offer well-being initiatives that truly resonate with employees. From lifestyle spending accounts to wellness stipends, mental health resources, and professional development funds, Forma ensures employees have access to the support they need, when they need it.

Beyond offering benefits, Forma handles administration, compliance, and employee communication, so HR teams can focus on strategy rather than paperwork. Companies like Honda, lululemon, and Tripadvisor trust Forma to create well-being programs that drive engagement and retention, you should too. 

<span class="text-style-link text-color-blue" fs-mirrorclick-element="trigger" role="button">Schedule a demo today</span> to see how Forma can help your business build a happier, healthier, and more productive workforce.

How to improve employee well-being: Frequently asked questions

What are some simple ways to improve employee well-being?

Improving employee well-being doesn’t require massive changes. Small, thoughtful adjustments can make a significant impact. Flexible work arrangements allow employees to balance personal and professional responsibilities, reducing stress and preventing burnout. 

Furthermore, access to mental health resources, such as counseling services or wellness programs, ensures employees receive the support they need. Try to encourage regular time off and enforce a culture where employees feel comfortable taking breaks, which helps maintain long-term productivity. 

Additionally, fostering a positive work culture with open communication, regular recognition, and strong leadership enhances overall job satisfaction. Companies that actively prioritize well-being initiatives often see higher employee engagement, lower turnover, and increased performance.

How can technology support employee well-being initiatives?

Technology plays a crucial role in modern employee well-being initiatives by streamlining administration, enhancing accessibility, and providing real-time insights. Benefits platforms automate processes such as stipend management, mental health support access, and wellness program enrollment, reducing HR workload while improving the employee experience. 

Personalized benefits dashboards allow employees to tailor wellness perks to their needs, ensuring they receive meaningful support. Additionally, wellness tracking tools and engagement analytics help companies measure program effectiveness, providing data-driven insights to optimize offerings. 

Businesses that use technology to manage well-being initiatives enhance participation, improve satisfaction, and create a healthier workplace with minimal administrative burden.

What role do managers play in promoting employee well-being?

Managers have a direct influence on employee well-being, as their leadership style and workplace policies shape the overall work environment. Regular one-on-one check-ins allow employees to voice concerns and receive guidance, fostering open communication and trust. 

Other than that, ensure fair workload distribution to prevent burnout and help employees maintain a sustainable pace. Encouraging psychological safety, where employees feel comfortable sharing ideas and challenges without fear, promotes a healthier, more engaged workforce. 

Managers should also advocate for work-life balance, encouraging employees to take breaks and use available well-being resources. When leadership prioritizes well-being, employees are more motivated, productive, and loyal to the organization.