Employee wellbeing is a critical business priority with far-reaching implications. Organisations with robust wellbeing strategies don't just report happier staff – they enjoy higher productivity, reduced absenteeism, and stronger team cohesion.

Yet many wellbeing initiatives fall short because they aren't designed with real people in mind. Drawing from our experience supporting HR leaders and wellbeing champions, we've identified five approaches that consistently deliver results when implemented thoughtfully.

1. Make mental health support accessible and practical

Mental health remains a leading cause of workplace absence, yet support programmes often feel disconnected from daily work realities. The key is making initiatives feel effortless to engage with.

Core actions:

• Train managers first – Equip team leaders with mental health knowledge and response tools. When managers visibly support wellbeing initiatives, their teams follow suit.

• Create multiple entry points – Offer varied options from digital tools to in-person support. People have different comfort levels and preferences when seeking help.

• Focus on prevention – Introduce stress management and mindfulness practices before crisis points. Employees value learning techniques they can apply independently.

2. Gather frequent, meaningful feedback

Without regular check-ins, wellbeing programmes risk solving yesterday's problems. Pulse surveys help you gauge whether your approaches are working or need adjustment.

How to get started:

• Define clear goals for what you want to learn

• Keep surveys short and focused on specific wellbeing dimensions

• Make responses anonymous to encourage honesty

• Show you're listening by taking visible action on feedback

• Avoid survey fatigue by limiting frequency and length

Well-structured feedback systems help you catch issues while they're still small and adjustable, rather than waiting until they become major problems.

3. Rethink recognition and reward

Traditional recognition approaches often miss the mark in today's workplace. Many employees feel invisible despite formal reward systems existing in their organisations.

Best practices:

• Link recognition to values – Acknowledge behaviours that embody company principles, reinforcing cultural alignment

• Enable peer appreciation – Encourage colleagues to recognise each other, creating a culture where gratitude flows in all directions

• Personalise the approach – Offer choices that respect individual preferences rather than standardised gifts or experiences

The most meaningful recognition isn't about grand gestures – it's about acknowledging people in ways that actually matter to them.

4. Facilitate genuine team connections

The hybrid workplace has fundamentally altered how colleagues interact. Meaningful workplace relationships don't happen automatically – especially in distributed teams.

Tips for success:

• Structure informal interactions – Create deliberate opportunities for non-work conversations through team activities

• Mix digital and physical – Balance virtual connections with in-person gatherings where possible

• Focus on psychological safety – Build environments where people feel comfortable sharing challenges alongside successes

Team building works best when it's consistent, inclusive, and aligned with how teams actually work rather than being isolated special events.

5. Support people through life changes

Major life events – from parenthood to bereavement, relocation to financial difficulties – significantly impact employee performance and wellbeing. Supporting people through these transitions isn't just compassionate; it's a strategic investment.

Effective support measures:

• Flexible policies that accommodate diverse personal circumstances

• Manager training on having supportive conversations

• Confidential resources for specialised advice (financial, legal, health)

• Clear pathways back from extended leave or significant changes

Everyone needs different types of support at different times in life. Your wellbeing offering should be adaptable enough to meet people where they are.

The integrated approach: bringing it all together

While each strategy delivers value independently, the most impressive results come from a cohesive approach. Our experience shows that well-designed wellbeing challenges can address all five elements simultaneously.

Kaido's team-based wellbeing challenges deliver this integrated experience by:

• Supporting mental health through practical stress management techniques and peer support

• Gathering actionable insights with comprehensive impact reports showing what motivates different team members

• Creating opportunities for recognition through structured activities that celebrate accomplishments

• Building meaningful connections through shared experiences that work in any workplace setting

• Accommodating individual circumstances with flexible participation options

Unlike one-dimensional fitness challenges or standalone wellbeing apps, this approach nurtures both individual wellbeing and organisational culture.

Getting started: small steps toward big changes

Implementing comprehensive wellbeing programmes doesn't require overhauling everything at once. Start with a single area that addresses your most pressing challenge, gather feedback, and build your offering gradually.

Many organisations find that a pilot wellbeing challenge with a few teams provides valuable insights for broader implementation while delivering immediate benefits for participants.

By focusing on approaches that require minimal effort but deliver noticeable improvements, you'll create momentum for broader cultural change.

Contact our team