7 steps to support a culture of wellbeing

Written by Investors In People

Wellbeing. Mental health. Wellness.

We all want to do the right thing, but it can be hard to know where to start.

How can we create a culture of wellbeing during a time when so many other areas of focus in a business are both important and urgent, and budgets aren’t necessarily where they were a year ago?

The fact is that if you called a meeting of six people in your business, at any given time one of them is probably experiencing a common mental health problem. Over a year, that rises to 1 in 4. Apart from the moral imperative, it also makes good business sense. A recent Deloitte report showed that the average return on investment for mental health investment is £5 for every £1 spent, and can be as high as 11:1.

The good news? It does not need to be time-consuming, expensive or scary to make progress on building a culture of wellbeing. We’ll share 7 steps here to get you going.

Tip one – get committed

Be honest with yourself. Do you really believe in making a change in this area? The difference between a genuine desire to make progress as opposed to paying lip service will be visible to your team.

Tip two – power in numbers

This is potentially THE takeaway tip here. You can’t do everything alone – ask for help!

I guarantee that buried in your organisation will be a group of people who are passionate about this topic, whether because of lived experience or simply due to a desire to help people around them. Facilitate a working group made up of these home-grown champions, and you’ll automatically have greater buy-in and resource to fuel forthcoming initiatives.

Tip three – ask the audience

Once you’re committed and you’ve got your working group in place, it’s time to put yourself in the shoes of your people. Are workloads unrealistic? Are breaks quietly discouraged? Can you be your whole self? A survey or a series of focus groups is a great way to listen to your team and get some data.

Tip four – be strategic

The data from tip three will tell you which areas need focus, or that can make the biggest difference to the wellbeing of your team. This is great news! You can use these to build a strategy- identifying some goals you’d like your wellbeing activity to achieve. Focussing in on a few areas where you can really move the dial is a much better use of time than a scatter gun approach!

Tip five – don’t reinvent the wheel

More good news – there is SO much support and resource out there which can be accessed at low cost or for free. It’s the solid, proven interventions and ideas you need to look out for – charities like Mind and Samaritans provide leaflets, articles and training through their websites. Why not set up some lunch and learns and get together as a team to explore these?

Tip six – provide, don’t prescribe

No one likes being told what to do or think, so avoid ‘one size fits all’ approaches here. Instead, ensure that there is a wide range of sources of support and advice easily accessible when people need them. This could be an intranet page, posters around the staff areas and in toilets, or having key links in email signatures. Essentially, if one of your team is struggling, they don’t want to do a mental assault course to get to something which might help.

Tip seven – walk the talk

Remember tip one? It’s so important that your commitment is visible, and that your behaviour is consistent. Offering resources on stress and burnout, while simultaneously piling on the work to overloaded team members simply doesn’t make sense. Nor does encouraging people to get active and improve their physical health, if you have an ‘always on’ approach to emails and messages.

As a leader, you can also help to support your managers in role modelling too, empowering them to make healthy choices which will then be seen by their team members as a visible reminder that your organisation is taking the importance of wellbeing seriously.

Take our 2-minute organisation wellbeing questionnaire

Beginner – your journey is just starting…


Thanks for completing our workplace wellbeing assessment! Don’t be disheartened by your result, the fact you’re considering employee wellbeing is a huge step in the right direction.

Here are some common themes we see when organisations are only just starting out on their wellbeing journey:
  • No strategy or poor buy in from executives
  • No goals or objectives or they’re poorly defined
  • No budget assigned to wellbeing
  • Company doesn’t consider all areas of wellbeing
  • Company doesn’t collect any data on wellbeing
  • Company doesn’t understand how to measure success


It’s great to see that you’ve made the commitment to start your wellbeing journey. If you take the time to plan, execute and measure your strategy you’ll start to see positive results.

We’re here to help you every step of the way – complete our enquiry form and our team will get in touch to see how we can help you!

Intermediate – you’re taking wellbeing seriously!

Thanks for completing our workplace wellbeing assessment. You can be pleased with your result, you value your employees wellbeing, your approach needs refining to get to the highest level.

Here are some common themes we see when organisations are making the right steps but need to refine them:
  • There is a strategy and execs buy into it, but it needs developing further to achieve your ambitions
  • There may be goals and objectives but they need refining
  • There is a budget assigned to wellbeing
  • Company may not consider all areas of wellbeing
  • Company struggles to collect and use wellbeing data
  • What defines success may be a little blurry


It’s great to see you’re making positive steps with your wellbeing plan. If you take the time to refine your strategy you’ll start to see even better results.

We’re here to help you every step of the way – complete our enquiry form and our team will get in touch to see how we can help you!

Advanced – your strategy is flying high!

Thanks for completing our workplace wellbeing assessment. You should be ecstatic, employee wellbeing is a key driver at your company and you’re doing everything on your own to promote it.

Here are some common themes we see in top organisations:
  • There is a clear strategy and executives actively promote it
  • There are clear goals and objectives – you know what you want to achieve
  • You have a budget that’s dedicated to wellbeing
  • You deliver in all areas of wellbeing
  • Your company collected data and uses it to inform your strategy
  • You have stealer KPIs and understand how they contribute to success


It’s great to see you’re making positive steps with your wellbeing plan. However, wellbeing can always be improved – so you’re in the perfect place to undertake our official wellbeing assessment!

Complete our enquiry form and our team will get in touch to talk you through our wellbeing accreditation.

START YOUR ACCREDITATION JOURNEY

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