Well-being: An Effective Business Strategy

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Evidence suggests that improvements in people management practices, especially work time/location flexibility and the development of supportive managers, contribute to increased work-life balance.

Work-life and well-being programs have been demonstrated to have an impact on employees in terms of recruitment, retention/turnover, commitment and satisfaction, absenteeism, productivity and accident rates.

  • Saves money: healthcare and work comp cost savings
  • Decreases turnover
  • Increases employee engagement
  • Improves employee health, morale, job satisfaction, performance/productivity
  • Decreases stress
  • Builds strength in work teams/units
  • Less absenteeism and presenteeism

Well-being by the Numbers:

The Business Case

  • Studies have shown that employees with risk factors such as obesity and physical inactivity can cost employers billions of dollars in excess healthcare costs. 1-3
  • The CDC states that employers spend up to $93 billion dollars per year on health insurance claims as a result of obesity and related chronic diseases. 4
  • There is evidence that modifiable health risks and health conditions, such as obesity and diabetes, can impair job output and quality of work. 5-7
  • A meta-analysis of 42 workplaces that initiated health promotion programs measured a 28% reduction in sick leave absenteeism, 26% reduction in health care costs, and 30% reduction in workers’ compensation and disability management claims. 8
  • 40% of employees report that their co-workers as the top reason they love their company. (Virgin Pulse The Business of Healthy Employees 2015)
  • 66% of employees indicate that their relationship with colleagues positively impacts their focus or productivity at work.  (Virgin Pulse The Business of Healthy Employees 2015)

Physical Well-being

Social/Mental Well-Being


The Role of the Manager >