Organizational Well-Being: A 5 Pillar Framework
"Well-being practices are a fundamental aspect of care frameworks within organizations. They stem from a perspective that critically examines traditional capitalist methods and finds them insufficient. These practices are then championed by those who value individuals beyond their productivity and output."
When you read the phrase "Organizational Well-being" in the title, what was your first thought? Did it seem far-fetched, the idea of an employer or business actually prioritizing well-being in a substantive, non-performative way? Perhaps you recalled a time when you needed more support than what HR's typical employee care programs could offer—programs that often feel disconnected and insufficient. Or maybe you considered your own business and how you might integrate person-centered practices that genuinely address the well-being of your staff.
The concept of organizational well-being might appear disingenuous or counterintuitive given the prevailing business practices. However, this doesn't imply that alternative leadership approaches are nonexistent. In today's corporate and non-profit environments, prioritizing employee well-being is not just beneficial but essential for sustained company success and growth. Visionary leadership involves stepping beyond traditional frameworks and adopting practices that align with organizational values and center the most crucial element of any business: its people.
Implementing well-being practices is feasible across all levels of business, regardless of budget and organizational structure. As we delve into the core components of a well-being framework, I will present examples suitable for solo entrepreneurs, small businesses, and large corporations. Each example can be adapted to fit any organization size, though costs and practical implementation details may vary. The key is to select two to three practices that resonate with your goals and begin the process of integration and adaptation. This proactive approach will help create a more supportive and thriving work environment.
The five pillars that form the backbone of my organizational well-being practice framework are health, financial, relational, career, and social. Each pillar independently represents one of the top five factors that I find most impact staff satisfaction in the workplace—areas that are often conflated, overlooked, and undervalued. To fully engage with this framework, start by reading to gain an awareness of each pillar's significance. Then, evaluate where your organization currently stands in relation to these pillars and acknowledge what you are doing well and where you can improve. Finally, choose a few pillars to focus on, and develop and take action to implement practices that enhance these specific areas.
The Five Pillars of Organizational Wellbeing
The Health Pillar of organizational well-being embraces a holistic, and often non-linear, approach. It addresses the physical, mental, and spiritual health of employees without assuming religious practices. This comprehensive view ensures that the organization values and supports the whole person, contributing to overall employee engagement, productivity, and satisfaction in a radically inclusive manner.
Solo-preneur
Physical Health: Integrate physical activity into your routine by setting regular reminders to take breaks for stretching or short workouts. Utilizing apps and cloud based services that have no equipment needed activities is a great way to save money and get moving as you are able.
Mental Health: Incorporate non-negotiable down time, applications like Calm, Finch and Headspace offer interactive ways and reminders to step back and focus on you. Seek a sliding scale, based on income, therapy practices–there are virtual options too like BetterHelp and Talkspace that often offer financial aid for those who need it.
Spiritual Health: Find ways to connect with things that affirm you and light you up. Go for walks in nature, journal, read books or find ways to be in community in ways that are resonant and spark a sense of purpose.
Small Business
Physical Health: Commit to providing an ergonomic work space to employees that are in-office and remote. Provide stipends or reimbursements for desks, chairs or office equipment that support a more physically comfortable workplace. Inquire at local gyms and virtual studios on group rates for employees that help with the cost of fees.
Mental Health: Incorporate mental health/wellness days into the calendar. Make clients aware that on those days there may be a delay in response because staff is encouraged to unplug. If that is not a possibility for all staff at once, stagger the days so that everyone benefits. Work with local therapy practices to negotiate a group rate to make therapy more accessible to all employees.
Spiritual Health: Give time off for community based activities and volunteer service. Do not offer “group projects”, instead give employees autonomy to decide what organization they wish to support and provide time off with pay that does not count against time off balances.
Large Organization
Physical Health: When designing corporate workspaces, include quiet places, activity space and on-site food options that are varied and nutrient rich. Host health fairs and wellness checks that connect employees with benefit information and screenings during the work day,
Mental Health: Provide staff with convenient access to mental health services. Select insurance plans that have accessible mental health coverage and create policies that allow employees time for appointments and care during office hours.
Spiritual Health: Create spaces for quiet reflection, such as meditation rooms, which support employees in finding personal and professional fulfillment. Provide flexible schedules, beyond religious holidays, for people to participate in activities that align with their spiritual practices.
The Financial Pillar within this organizational well-being framework focuses on enhancing the financial security and literacy of employees. This pillar aims to provide employees with the resources and support necessary to manage financial stress, plan for the future, and make informed financial decisions, which has the potential to improve their overall quality of life and job satisfaction.
Solo-preneur
Utilize free or low-cost financial planning apps and software to manage business expenses and personal finances effectively.
Explore different avenues for income such as offering online courses, workshops, or writing ebooks related to their expertise, enhancing financial stability.
Small Business
Establish a fund for employees to borrow from in cases of financial emergency, with low or no interest, ensuring employees have access to support when they need it most.
Flexible Spending Accounts (FSAs) or Health Savings Accounts (HSAs): Offer FSAs or HSAs to employees to manage health care costs with pre-tax dollars, which increases their disposable income and lowers their overall taxable income at the end of the year.
Large Organization
Offer robust benefit packages that include competitive salaries, bonuses, stock options, retirement plans, and comprehensive health insurance, all of which contribute to financial security.
Offer onsite childcare services or subsidies for external childcare, significantly reducing one of the major expenses for working parents
The Relational Pillar of organizational well-being focuses on encouraging positive, supportive relationships among all employees. It is not about liking them or getting a new best friend, it is about the importance of communication, mutual respect, and a cooperative environment that supports individual well-being.
Solo-preneur
Participate in local or online networking events to build relationships with other entrepreneurs and potential clients.
Attend workshops and seminars that not only focus on skill enhancement but also include interactive sessions to meet and engage with peers, thereby building a professional support network.
Small Business
Establish open channels of communication, such as regular feedback sessions and team meetings where employees can discuss their ideas, concerns, and suggestions in a supportive environment.
Provide training sessions on conflict resolution to equip employees with the skills to handle interpersonal disputes constructively, fostering a more harmonious workplace.
Large Organization
Support, and fund, the formation of Employee Resource Groups which cater to various interests or demographic factors (e.g., women in tech, LGBTQ+ employees).
Organize company funded corporate retreats where employees from different departments can interact in a non-work context, fostering wider organizational relationships and team spirit.
The Career Pillar of organizational well-being emphasizes creating opportunities for growth, ensuring job security, talent retention, and aligning employees’ career goals with the organization's objectives.
Solo-preneur
Invest in your own professional development by setting aside a budget and time for online courses, webinars, and workshops that enhance your skills and industry knowledge.
Regularly review and adjust your business and career goals to stay aligned with market trends and personal aspirations, ensuring sustained growth and satisfaction.
Small Business
Offer subsidies or reimbursements for employees to attend workshops or classes that contribute to their professional skills and career advancement.
Develop clear career paths within the organization that allow employees to see potential growth opportunities and understand what they need to achieve to advance.
Large Organization
Implement a structured succession planning process that identifies and develops internal talent for future leadership roles, ensuring career growth opportunities and organizational stability.
Utilize advanced performance management systems that not only track and evaluate employee performance but also highlight areas for development and potential career advancements.
The Social (Outside the Workplace) Pillar of organizational well-being emphasizes the importance of individual initiative in building a supportive network and engaging in community activities, which can greatly enhance personal happiness, satisfaction, and work-life balance.
All Tiers
Set clear boundaries around off time. Set out of office replies when on vacation (take vacation!) Set a “no more responses” time for emails and correspondence with colleagues and clients.
Implement family/friend game nights. Turn off the work phone and unplug from emails and engage.
Continue to grow your personal brand outside of your work identity. Diversify your professional image and connect with a wider network that enhances both your personal and career growth opportunities.
Enroll in community classes such as cooking, pottery, or dance offered by local recreational centers or colleges. Invite a friend or go solo, these classes can provide opportunities to meet new people while learning new skills.
Join or start a local book club.
Explore your hobbies and interests outside of work.
Each of these pillars stands on its own but also interconnects to significantly improve quality of life and organizational performance. Whether you are a staff member, a solo-preneur or a CEO, implementation of these well-being practices is not only feasible but also vital for creating a culture where both employees and businesses thrive. These practices are not just supplementary but fundamental components that challenge the status quo of traditional business models. They prioritize the holistic health of individuals over mere productivity. Start by implementing one or two well-being practices within your organization and observe the positive ripple effects that follow.
I invite you to share your insights and experiences in the comments below. What strategies have you found effective in promoting well-being in your workplace? What would you like to see in your organization?
