Workplace wellbeing has become a central focus for forward-thinking organisations – and for good reason. But what does it actually mean, and how can organisations approach it in a way that drives real, measurable change?

At Robertson Cooper, we define workplace wellbeing not as a ‘perk’ or a one-off initiative, but as a core part of how a business functions. It’s about creating the conditions where people can perform, stay healthy, and have more good days at work.

What does workplace wellbeing include?

Workplace wellbeing encompasses the physical, mental and emotional health of employees. But it goes deeper than that – it also includes how work is designed, how people are managed, and how connected individuals feel to their organisation.

Workplace Wellbeing can be broken down into several areas:

• Psychological wellbeing: mental health, stress, burnout and resilience
• Physical wellbeing: ergonomics, nutrition, movement and rest
• Social wellbeing: relationships, inclusion and team dynamics
• Organisational wellbeing: leadership, culture, communication, job design and policies

To help measure workplace wellbeing, we use our evidence-based measure of a Good Day At Work. Find out more about good days at work here.

Why does wellbeing at work matter?

There’s a strong link between employee wellbeing and business performance. Research shows that when employees feel supported and psychologically safe, they’re more engaged, productive, and loyal to their organisation.

Prioritising wellbeing leads to:

• Lower absenteeism and presenteeism
• Higher levels of engagement
• Better talent retention and attraction
• Stronger workplace cultures
• Improved productivity and performance
• Strong financial results

How to take a strategic approach to wellbeing

Wellbeing isn’t about ticking boxes. It requires a joined-up approach that aligns with your organisation’s goals and values.

1. Start with insight

Before you act, you need to understand. That’s why we always begin with data, which we turn into benchmarked performance, personalised reports and dashboards with key insights. This helps you identify the real issues affecting wellbeing in your workplace.

2. Develop a clear wellbeing strategy

Only around half of UK organisations report having a wellbeing strategy in place according to CIPD research, and given people are often seen as an organisation’s most valuable asset, not having a clear plan to support those people to work at their best makes life harder for everyone. Taking a structured, proactive approach to workplace wellbeing has consistently been shown to yield the best results and the greatest return on investment.

We recommend using our insights to build a strategy that’s tailored to your organisation. It should include:

• Strategic goals and objectives
• A practical plan that turns sentiment into action
• A blend of reactive and preventative support
• Clear roles and responsibilities
• How to embed wellbeing into everyday ways of working

3. Involve your managers

Managers play a vital role in shaping everyday experiences at work. Supporting and upskilling them to lead with wellbeing in mind is one of the most effective ways to embed lasting change.

4. Measure what matters

Too often, wellbeing efforts focus on outputs rather than outcomes. We help businesses track the impact of their initiatives with robust, meaningful metrics by linking wellbeing to engagement, performance and organisational health.
Workplace wellbeing: from initiative to integration
True wellbeing at work isn’t about a yoga class or fruit bowls. It’s about designing work that works, for people, teams and the organisation as a whole.

Through diagnostics, leadership support and our Good Day at Work solutions, we work with you to understand what’s really going on in your business and what actions will make a real difference.

If you’d like to find out more, get in touch to arrange a free, friendly chat with our wellbeing experts: [email protected].