29 March 2023
Who is Responsible for Wellbeing at Work?
In an increasingly complex and uncertain business landscape - and in the face of declining mental health - wellbeing can no longer be treated as a mere ‘HR initiative.’ It must be strategically woven into the fabric of the organisation. Below, we break down the key roles and responsibilities in building a genuinely engaging and effective wellbeing strategy.
Key Takeaways
- Workplace Wellbeing is Everyone’s Responsibility: It’s more than an HR initiative; it requires concerted effort from all levels of the organisation.
- Clear Roles & Responsibilities: Senior leaders, managers, employees and peer support roles each have unique contributions to make.
- Integration Is Essential: Effective wellbeing practices need to be embedded into the daily rhythm of work.
The Main Roles in Workplace Wellbeing
1. HR / PEOPLE PROFESSIONALS
HR teams and other people professionals guide the overarching strategy, aligning it with organisational goals and culture.
- Build the Business Case: Use industry data and business insights to secure buy-in and sponsorship from senior leaders.
- Embed Wellbeing Principles: Translate strategy into processes, policies and day-to-day operations.
- Champion Inclusion: Ensure that wellbeing initiatives are accessible to the entire workforce.
2. SENIOR LEADERS
When leaders visibly demonstrate their commitment, they pave the way for genuine cultural change.
- Role Model Healthy Behaviours: Taking breaks, managing stress, and openly discussing mental health normalises wellbeing for everyone.
- Champion Wellbeing: Use influence in meetings, communications and leadership forums to prioritise wellbeing.
- Keep a Strategic Focus: Allocate resources and maintain a long-term vision so that wellbeing remains integral to business objectives.
3. MANAGERS
Empowered, well-trained managers act as the frontline catalysts for day-to-day wellbeing.
- Operationalise Wellbeing: Integrate strategies into team routines—regular check-ins, flexible work practices, or wellbeing conversations.
- Cultivate Psychological Safety: Create an environment that supports healthy team performance.
- Develop Skills & Confidence: Seek training in people-centric leadership or mental health awareness.
4. EMPLOYEES
Every employee is responsible for their own wellbeing and contributes to the wellbeing culture. Individuals can:
- Engage with Wellbeing Initiatives: Actively participate in workshops, coaching and digital resources.
- Build Resilience: Learn techniques to manage stress, maintain physical health and nurture social connections.
- Shape Culture: Share feedback, support peers, and promote a community of trust and respect.
Employees ultimately drive the energy behind any wellbeing initiative. Their willingness to participate and adapt is crucial.
5. WELLBEING CHAMPIONS
Wellbeing Champions are enthusiastic advocates for wellbeing. They ensure wellbeing is top-of-mind and ensure momentum isn’t lost.
- Lead Campaigns: Organise wellbeing-focused events, talks and promotions throughout the year.
- Signpost Resources: Direct colleagues to support services such as employee assistance programmes or workshops.
- Act as a Bridge: Provide feedback from employees to leadership, helping tailor initiatives.
6. MENTAL HEALTH FIRST AIDERS
Mental Health First Aiders (MHFAs) are specially trained to offer immediate support and guidance for colleagues facing mental health challenges. They:
- Recognise Early Signs: Spot indicators of common mental health issues, such as depression, anxiety, or burnout.
- Offer Non-Judgemental Listening: Provide a safe, confidential space where employees can express their concerns.
- Refer to Appropriate Resources: Guide individuals to professional help or internal support channels.
What Does This Mean for Your Organisation?
A wellbeing strategy is no longer a ‘nice-to-have’; it’s a strategic imperative. But success depends on a coordinated effort across all levels:
1. Invest in Wellbeing Training for Managers
Equip managers with skills in resilience, mental health awareness, and people-centric leadership.
2. Train and Empower Wellbeing Champions
Identify and upskill employees who can galvanise your wellbeing strategy. Provide opportunities for ongoing development.
3. Identify Key Stakeholders
Bring together representatives from different business areas – HR, senior leadership, line managers, DEI leads, employee groups – to build cross-functional momentum.
4. Offer Personal Development Opportunities
Provide employees with stress-management workshops, resilience training, and self-care resources. Encourage a mindset of proactive health maintenance.
Final Thoughts
Building a culture of wellbeing is a team effort. When the entire organisation – from senior leaders to frontline employees – plays its part, healthy performance becomes woven into the very DNA of your business. While it doesn’t happen overnight, a well-planned, strategy-led focus on wellbeing sparks lasting cultural shifts, ultimately benefiting both people and performance.
Author Bio: Sandra Ordel is a Senior Business Psychologist specialising in workforce resilience and neuropsychology. She supports organisations worldwide to build resilient teams and cultures of healthy performance.
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