Employers now have greater access to  workplace wellbeing and training services than ever before. However, recognising the need for wellbeing support is just the first step. Many employers find themselves uncertain about their specific requirements and where to begin. What does wellbeing truly mean for their organisation? They sense that something isn’t quite right but struggle to pinpoint the issue. What if the solution doesn’t work? How much will it cost?

These are all legitimate questions. It’s important to understand what organisation wellbeing looks like and its benefits even when the actual problems haven’t been identified. Equally, creating a meaningful wellbeing strategy alongside training or employee counselling support does require budget allocation. Naturally, this expenditure needs to demonstrate a measurable return on investment (ROI).

Firstly, it’s perfectly fine to be uncertain about what you need or even to fully understand the problem at hand. The fact that you’re actively thinking about your employees’ wellbeing already places you a step ahead. You’ve acknowledged an issue and now you are looking to dig deeper to help resolve it.

workplace wellbeing strategy action plan

The importance of a workplace wellbeing strategy

23.3m working days are lost a year because of stress, burnout and general poor mental health. Compassionate workplaces and mentally healthy environments have a big impact on performance, job satisfaction and wellbeing. Initiatives alone can’t address the root causes of people struggling with their mental health. it comes down to workplace culture, focusing on good relationships and processes that feel human, access to opportunities, and feeling valued which are all essential for our wellbeing.

Millennials and the younger workforce in particular have understood the significance of choosing to work for organisations that put workplace wellbeing first instead of putting up with a toxic work environment.

By understanding what are you aiming to achieve and why, you can co-create the conditions for good communication, positive working relationships, and staff who feel valued and listened to.

Building your strategy action plan: Where to start?

Stage 1: Ask yourselves these key questions:

  • Where is the organisation on its wellbeing journey? (it’s ok not to be as far as you’d like to be. Knowing that you would like to do something is a good place to be as it shows you are a compassionate employer).
  • What have you tried (if anything) and did you achieve what you wanted?
  • What would you like the organisation to look and feel like through a healthy wellbeing lens?
  • Is there anything stopping you starting/continuing the wellbeing journey?

mentally healthy training - workplace wellbeing strategy - How to Build an Effective Workplace Wellbeing Strategy: Downloadable action plan - Platfform Wellbeing

Stage 2: Delve deeper

This will help you evaluate your organisation’s readiness and identify key considerations for creating a successful wellbeing strategy.

  1. What are the specific aims and objectives we want to accomplish through a wellbeing strategy?
    Consider desired outcomes such as enhancing employee morale, reducing absenteeism, increasing productivity, and fostering a positive work culture.
  2. How will we collect feedback and input from employees to understand their needs and preferences?
    Explore strategies to engage employees in decision-making, such as surveys, focus groups, one-on-one discussions, or suggestion boxes.
  3. What budget and resources are we willing to allocate for implementing and maintaining a wellbeing strategy?
    Assess the financial resources, personnel, and time commitments required to develop, launch, and sustain a comprehensive wellbeing strategy.
  4. How will we measure the success and effectiveness of the wellbeing strategy?
    Define key performance indicators (KPIs) to track the impact of the strategy, such as employee satisfaction surveys, reduced turnover rates, or improved health metrics.
  5. What support and training will be provided to managers and supervisors for the effective implementation and promotion of the wellbeing strategy?
    Consider the need for training programs, resources, and ongoing support to equip managers with the skills and knowledge to support employee wellbeing.
  6. How will we ensure continuous communication, engagement, and participation from employees during the implementation process?
    Develop a communication plan to keep employees informed, engaged, and motivated, ensuring their involvement and ownership in the wellbeing strategy.
  7. What strategies will we implement to sustain the wellbeing strategy in the long term?
    Outline plans to monitor progress, evaluate effectiveness, and make necessary adjustments to ensure the strategy remains relevant and impactful over time.
  8. What are the current challenges and pain points regarding employee wellbeing within our organisation?
    Identify specific issues impacting employee wellbeing, such as high-stress levels, work-life balance, physical and mental health challenges, staff conflicts, and increased absences.
  9. What existing resources and support systems are in place to address employee wellbeing?
    Evaluate the effectiveness and areas for improvement of the current program

Reflecting on these key questions will provide your organisation with clarity, identify potential challenges, and establish a strong foundation for implementing a successful wellbeing strategy.

Download our workplace wellbeing strategy audit sheet

Which will help to guide your organisation’s decision-making process when looking to implement a wellbeing strategy. Download here.



We help workplaces develop a compassionate approach and mentally healthy environments where staff feel supported. We know that each workplace is different and has its own ways of working and a unique culture.

That’s why our  workplace wellbeing offer is tailored specifically to you, based on the needs of your teams and employees. It’s all based on a collaborative process of getting to understand your organisation.  Get in touch for more information.


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