A good starting point is openness and honesty. Well-being is a universal need, not a sign of weakness. Leaders and colleagues can gently introduce well-being by sharing what helps them reset after a stressful morning or asking simple, thoughtful questions in meetings: “What’s one thing that helps you focus when things get hectic?” or “Let’s take two minutes for a quick breathing reset before we start.”
Group check-ins, where all team members can share how they’re feeling (without pressure to say more than they like), are tools to build psychological safety. Brief moments for gratitude, even just acknowledging someone’s extra effort or a positive outcome, offer connection and encourage ongoing communication.
Introducing well-being is not about launching a grand campaign. Sometimes, sending a short email with a practical tip or posting ideas in team chats is enough to build momentum. Over time, colleagues start sharing experiences and the team culture shifts towards mutual support.
Managers and HR teams can lead by example, modelling small gestures and ensuring staff know that well-being resources are available. Listening to feedback and collecting anonymous experiences allows responses to be tailored and barriers to be removed.
Workplace well-being is a shared responsibility. When well-being is foregrounded, individuals feel available to seek help, share challenges, and celebrate successes together.
Are you ready to help your organisation put well-being on the everyday agenda? Our contact form welcomes your reflections, questions, or ideas—sometimes, the first step is just a conversation.