The modern form of wellbeing involves much more than the occasional company event or refreshments provided in the workplace. It is no longer just about providing basic work facilities, the modern approach to wellbeing also includes taking comprehensive care of employees' physical and mental health, promoting work-life balance and creating a positive work environment. It involves a systematic approach to creating conditions that support employees’ overall health and satisfaction.

The basis of wellbeing in an office environment centres on the quality of the layout and equipment in the physical space. This includes proper spatial zoning, good lighting with an emphasis on natural daylight, optimal acoustic design, correct temperature control together with air quality, as well as ergonomic workplace equipment that prevents health problems associated with long-term work in the office. Companies also increasingly invest in wellness programmes and options for maintaining physical health: such as company fitness centres or regular health check-ups.

Mental health and culture

In addition to the physical environment, the pursuit of employee mental well-being plays a key role. Employers therefore often introduce mental health support programmes; for example, in the form of access to psychological consultations, various mindfulness programmes or the ability to take time off during regular mental health days. Organisations offer workshops on stress management, building resilience to work pressures and creating a culture that encourages open discussion of mental health issues. For employers, these activities will pay off not only in terms of happy, well-balanced employees, but also in their productivity. According to a study by the World Health Organisation, investing in promoting mental health in the workplace yields as much as a four times return for every dollar invested.

A culture of recognition and reward is also an important part of wellbeing. Data from Gallup's Employee Recognition Survey (for the period from 2022 to 2024) shows that well-appreciated employees are 45% less likely to change jobs after two years. Regularly recognising employees' achievements and contributions promotes motivation and job satisfaction. Closely related to this is the provision of growth opportunities through training and development programmes that enable employees to improve their skills and promote career advancement.

Communication and balance

Equally important is open communication between management and employees. This ensures that employees feel listened to and perceive the employer's genuine interest in their opinions and wellbeing. Regular and transparent communication helps create a culture of respect and inclusiveness that fosters strong relationships and effective collaboration among colleagues.

Work-life balance is another key pillar of wellbeing. Companies offering flexible working hours and teleworking options that help employees to manage their personal and professional lives more fully are therefore much more desirable among candidates today. And again, a number of studies confirm this, for example, according to a Global Workplace Analytics survey, a full 77% of respondents are satisfied with the flexibility of working from home.

How to measure wellbeing

Regular evaluation of wellbeing programmes is essential for their effective operation. Various measurement methods are used for this; including the Net Promoter Score (NPS) to monitor overall employee satisfaction. The NPS is based on a simple question, "How likely are you to recommend your workplace to a friend or colleague?" Employees respond on a scale of 0-10 and are then divided into three categories: Promoters (score range of 9-10), Passives (7-8), and Critics (0-6). The resulting NPS is calculated by subtracting the percentage of Critics from the percentage of Promoters, resulting in a number from -100 to +100.

In addition to the NPS, companies should conduct regular, detailed employee satisfaction surveys, preferably on a quarterly basis. These should contain a range of questions focused on specific aspects of the work environment and also include both quantitative ratings (for example, rating various aspects of the workplace on a scale of 1-5) and qualitative feedback in the form of open-ended questions.

Another tool for evaluating the effectiveness of wellbeing programmes can be the analysis of employee turnover. This indicator is tracked using several specific metrics. The basic turnover rate is calculated as the ratio of the number of employee departures to the average number of employees over a given period, most often one year. For a deeper understanding of the situation, it is recommended to analyse voluntary and involuntary turnover separately. Particular attention should then be paid to the first 12 months after onboarding, which is crucial for identifying onboarding and adaptation problems. Advanced turnover analysis then also includes so-called undesirable departures and desirable departures. Lack of consideration for employee wellbeing particularly affects unwanted departures. According to a study by the Society for Human Resource Management, it is even one of the top five reasons why high-value employees leave their jobs.

Monitoring of space utilisation is another important tool for optimising the working environment and promoting wellbeing. Modern occupancy monitoring systems use a combination of different technologies such as motion sensors, thermal sensors, Wi-Fi tracking or camera systems with image analysis. This data is collected anonymously and in compliance with GDPR, with the primary goal of understanding usage patterns of different types of spaces throughout the day and week. The systems track several key metrics: overall space occupancy, average usage time for each workstation, usage rates for each space type (meeting rooms, quiet zones, collaboration spaces), and peak usage at specific times. More sophisticated systems can also measure patterns of movement and interactions between different teams and departments.

Not a trend, but a necessity

Investing in wellbeing is not just a trend but a necessity for modern organisations. According to a McKinsey report, improving employee health and wellbeing could deliver a staggering economic value of $3.7 to $11.7 trillion globally. At a time when lines between work and personal life are increasingly blurred, a quality wellbeing programme is a key factor in attracting and retaining talented employees. This should involve not just one-off initiatives, but rather a continuous process of creating an environment that supports employees’ physical and mental health and contributes to their overall wellbeing.

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