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By Rebecca Gichuki, Senior Associate at Grant Thornton.
In today’s world, the term "wellness" often seems like a buzzword employers use to show they are keeping up with the times; it can end up sounding more like corporate jargon than genuine care. Without intentional action, however, it can come across as insincere.
Let’s begin at the beginning – what is wellness? The dictionary defines it as “the state of being healthy and/or the actions that promote it.” The World Health Organization expands this to “a state of complete physical, mental, and social well-being.” Put simply, wellness refers to the actions taken to promote physical, mental, and social health. It is a deliberate, strategic approach to ensuring a sustainable and successful life for oneself and others.
When applied to the workplace, wellness takes on a slightly different dimension. Workplace wellness refers to the systems, structures, and activities intentionally designed to promote holistic employee well-being. Far from being just another trend, wellness has evolved from something that’s “nice to have” into a critical tool for any organization serious about retaining talent and fostering a healthy, productive workforce.
The global pandemic of 2020 was a major turning point for workplaces everywhere. Overnight, the traditional office environment gave way to remote working, flexible schedules, and an urgent focus on health and safety. Employers were forced to prioritize their people – not just their productivity. Necessity, as they say, is the mother of invention. When faced with a problem it had never encountered before, the working world embraced wellness not only to survive but to thrive. When employees feel safe, supported, and seen, they show up differently, too.
This is how sanitation became the standard, mental health support shifted from an optional perk to an essential service, and working from home redefined how and where work could happen.
Since then, workplaces have never quite gone back to “normal,” and perhaps they shouldn’t. The modern workplace is no longer bound by the bygone ways of reporting to a single place of work. The traditional boundaries between work and life have blurred. Employers are recognizing that employees don’t leave their personal lives at the door when they walk into the office. Workplace wellness strategies must rise to meet this new reality.
Gym memberships, fruit baskets, and occasional team-building exercises are good starting points, but wellness can and should go further. This could include implementing health days and flexible leave policies, enabling employees to work from home occasionally and take charge of their schedules.
Prioritizing physical health checks, wellness screenings, and promoting healthcare through medical providers gives employees options regarding their well-being. Providing access to services such as therapy or counseling allows employees to feel supported without stigma related to mental health.
Introducing financial wellness and literacy programs empowers employees to take charge of their budgets and finances. Innovation thrives when employers create safe and inclusive work environments, and empathetic managers cultivate a culture of support and productivity.
Half the work of wellness lies in shifting the culture – examining existing practices, identifying what no longer works, and determining what is needed. The other half lies in building the structures and systems to sustain that culture long-term.
Although HR may lead this charge, the success of any wellness strategy depends on everyone – from senior leadership to team managers – being on board.
When done right, wellness programs don’t just improve employee well-being; they boost morale, increase engagement, and reduce turnover. People want to work where they feel cared for, not just as employees but as individuals.
In today’s world, workplace wellness isn’t just good practice—it’s good leadership. Starting small but deliberately is key to the process.
Take a fresh look at your workplace today. Ask the hard questions. Listen to employees and audit current wellness practices—not just the programs but the culture surrounding them. The future of work belongs to organizations that understand one simple truth: when people thrive, so does the business.