In the ever-evolving corporate landscape, organizations that prioritize employee well-being outperform those that solely focus on shareholder returns. Dr. Rich Safeer, Chief Medical Director of Employee Health and Well-Being at Johns Hopkins Medicine, champions a crucial message: You can’t outsource your well-being strategy.
Well-Being Is More Than Perks—It’s a Culture
Many organizations make the mistake of viewing well-being as a collection of programs, benefits, and resources—something that can be delegated to a vendor. But true well-being is ingrained in culture. It’s the shared beliefs, behaviors, and attitudes that define how work gets done and how employees feel on a daily basis. No external consultant can understand the nuances of your team’s culture better than you.
Where Well-Being Lives in an Organization
Traditionally, well-being initiatives fall under HR, but successful organizations integrate them across all leadership levels. Some forward-thinking companies even have well-being leaders reporting directly to the CEO, demonstrating that health and performance are inextricably linked. Well-being doesn’t belong to one department—it must be woven into every business objective.
The Six Building Blocks of a Well-Being Culture
To create a thriving workplace culture, Safeer outlines six essential elements:
- Peer Support – Employees should encourage and hold each other accountable for maintaining a healthy lifestyle.
- Leadership Engagement – Leaders must model and prioritize well-being, making it part of the company’s DNA.
- Norms – Everyday behaviors should reinforce well-being, such as prioritizing breaks, movement, and work-life balance.
- Shared Values – Organizations that openly communicate care for their employees create stronger engagement and business results.
- Culture Connection Points – Small environmental cues, like reminders for mindfulness or healthy food labeling, nudge employees toward healthier decisions.
- Social Climate – A positive, inclusive workplace fosters belonging, shared goals, and a sense of community.
What Can (and Should) Be Outsourced?
While strategy must come from within, certain tactical elements can be outsourced. For example, hiring an external yoga instructor or utilizing a third-party wellness platform can supplement internal efforts. However, these are tools—not substitutes—for a well-being strategy.
Leadership’s Role in Driving Well-Being
A leader’s actions set the tone for workplace culture. At Johns Hopkins, leadership integrates mindfulness practices into company-wide meetings, demonstrating a commitment to well-being. This isn’t just about policy—it’s about daily behavior.
The Business Case for Well-Being
Organizations with a well-being culture see improved engagement, lower turnover, and higher productivity. Employees who feel supported in their health perform at their best, creating a ripple effect throughout the business.
Take Action: Build a Culture, Not Just Programs
If you want to drive sustainable business success, well-being can’t be an afterthought—it must be a core business strategy. Leaders must take ownership, embed well-being into daily operations, and cultivate a workplace where employees thrive.
Are you ready to build a well-being strategy that works? Connect with Dr. Rich Safeer or explore resources at creatingawellbeingculture.com to start transforming your workplace today.
Listen to the Episode: Gut + Science 249: Building a Well-Being Strategy with Dr. Richard Safeer
Key Takeaways:
- Well-Being Is a Cultural Strategy, Not a Perk – True employee well-being is embedded in the company culture, not just a collection of programs or benefits that can be outsourced.
- Well-Being Must Be Integrated Across Leadership – Successful organizations ensure well-being is a leadership priority, sometimes even having a dedicated well-being executive reporting directly to the CEO.
- Six Building Blocks Define a Strong Well-Being Culture – Peer support, leadership engagement, norms, shared values, culture connection points, and social climate are essential for fostering a well-being-focused workplace.
- Outsourcing Has Limits – While tactical elements like wellness platforms and fitness classes can be outsourced, the overall well-being strategy must come from within the organization.
- Leadership Sets the Tone – Leaders must actively model well-being behaviors and integrate them into business operations to drive engagement, productivity, and overall company success.
Things to listen for:
[00:00:00] In-house wellbeing strategy is essential for understanding.
[00:04:10] Data perspective on employee well-being in organizations.
[00:06:14] Differentiating wellness from well-being, important for organizations.
[00:11:01] Respect available resources, outsource when necessary.
[00:12:44] Qualified individual crucial in promoting workplace well-being.
[00:17:44] Leaders integrate mindfulness, engage in wellbeing culture.
[00:20:37] Mindfulness resources offered for team well-being.
[00:23:48] Organizational values align with employee well-being.
[00:26:04] Culture connection eases employee well-being integration.
[00:31:11] Intentional, serious, goal-oriented person with a fun side.
[00:34:53] Outsource tactical tasks for well-being, social climate.
