Thriving, Not Just Surviving: How to Build a Company Culture that Supports Employee Well-being

Creating a workplace where employees thrive—not just survive—requires a mindset shift. It means moving from transactional perks to transformational cultures. It means listening deeply, acting with care, and embedding well-being into the very structure of work.

We dove into some recent research on organizational culture (see resources at the end of the blog) and created this practical guide for business leaders and HR professionals who want to foster cultures that support long-term employee well-being. Whether your goal is to enhance performance, increase retention, or become an employer of choice, building a culture that prioritises well-being is no longer optional.

Let’s uncover the defining traits of strong cultures of well-being and the actionable strategies to create lasting change!

Characteristics of a Company Culture
that Supports Employee Well-being

A culture that supports employee well-being is more than a set of perks or wellness initiatives. It is an environment shaped by intention, empathy, and purpose. At its heart, it’s a workplace where employees feel genuinely cared for, seen, and valued. In these cultures, employees report higher engagement, lower burnout, better mental health, and a stronger connection to their employer.

Psychological Safety and Trust

Trust is foundational. When employees feel psychologically safe, they can share feedback, express concerns, and be themselves without fear of judgment or retaliation.

Belonging and Connection

Strong cultures of well-being foster a sense of community. People thrive when they feel connected to others at work—when they are part of a team that values their input and recognises their humanity. Inclusion, empathy, and appreciation strengthen these connections and reduce feelings of isolation or loneliness.

Purpose, Growth, and Opportunity

Employees want to grow. A culture that supports well-being provides meaningful work, clear career paths, learning opportunities, and a strong sense of purpose. Growth and development signal that the organization is invested in employees’ futures, not just their present-day output.

Mental Health Support and Destigmatization

Mental health must be treated with the same seriousness as physical health. In well-being-focused cultures, mental health is openly discussed, supported, and destigmatized.

Meeting Basic Needs

No one can thrive at work if their basic needs aren’t met. Adequate pay, reliable benefits, and job security are the groundwork for well-being. These needs must be addressed not as incentives, but as expressions of care and respect.

Flexibility and Autonomy

When employees have flexibility in how and when they work, they are better able to manage stress, family responsibilities, and personal goals. Empowering autonomy demonstrates trust and boosts engagement.

Recognition and Appreciation

Frequent, meaningful recognition helps people feel seen and valued. Acknowledging everyday efforts, not just big achievements, improves emotional well-being and fosters stronger workplace relationships.

Well-being Embedded in the Workplace Design

True well-being cultures go beyond wellness programs. They design work itself—processes, expectations, physical spaces—with well-being in mind. When work is structured for balance and purpose, people feel more fulfilled and less overwhelmed.

How Leaders Can Build a Company Culture
that Supports Employee Well-being

Leadership is the driving force behind any cultural transformation. While it’s tempting to view employee well-being as the responsibility of HR or an optional initiative, the reality is that leaders at all levels must actively shape culture through vision, behaviour, and decision-making. Below are ten key strategies to help leaders build and maintain a culture where employees can thrive.

1. Prioritize Care and Meet Basic Needs

Well-being starts with the basics. Leaders should review their Total Rewards strategies—compensation, health benefits, and job security—not as retention tools, but as fundamental expressions of care. Employees must know these benefits exist because the company values them, not simply to keep them around.

Importantly, leaders must also invest in helping employees understand and use these offerings. According to a report by O.C. Tanner, less than 40% of workers know the meaning of “Total Rewards,” and only 14% of those people can explain it. Clear communication is essential in making sure the basic needs of employees are met.

2. Enable Employees to Thrive Through Opportunity

Employees want to do meaningful work, develop new skills, and advance in their careers. When employees feel supported in their personal and professional growth, they’re more engaged, productive, and loyal; up to 7x more likely to stay for two more years and 12x more likely to feel highly engaged.

Provide structured opportunities for development, mentorship, and upskilling. Offer flexibility and autonomy so that employees can design their path to success.

3. Destigmatize and Support Mental Health

Mental health challenges are common and often worsened by work-related stress. For example, in the US, 44% of employees could qualify for a probable diagnosis of depression, and 39% for probable anxiety. Yet many employees still don’t feel safe discussing mental health. Leaders must change that.

Encourage open conversations, train managers to spot signs of distress, and offer tangible resources like subsidised therapy, mental health days, and flexible time off. Importantly, leaders should model healthy behaviours themselves. This normalizes mental health care and encourages others to seek support. Destigmatizing mental health can save organizations thousands in lost productivity by improving performance, lowering absenteeism, and ultimately, increasing employee well-being.

4. Integrate Recognition into Everyday Work

Recognition is one of the simplest and most powerful tools leaders have. When employees feel appreciated, they’re more likely to be engaged and less likely to burn out.

Use tools that allow for regular, real-time recognition. Encourage peer-to-peer gratitude in everyday operations. Make it specific, timely, and meaningful. Recognition should also be included in Total Rewards strategies—not as an add-on, but as a core pillar of well-being.

5. Develop Emotional Intelligence (EQ)

Leaders must consistently act with integrity, fairness, and empathy. EQ helps leaders navigate change, support struggling team members, and manage conflict with compassion. Notably, organizations that emphasise emotional intelligence report a reduction in burnout of up to 90%.

Offer training on active listening, empathy, self-awareness, and stress management. Create environments where mistakes are acknowledged and feedback is given constructively. Leaders who model EQ set the tone for healthier, more human work environments.

6. Foster Open Communication and Build Trust

Without trust, well-being initiatives fall flat. Leaders must create psychologically safe environments where honest dialogue is welcomed. Transparent leadership, consistent communication, and open dialogue at every level of the organisation build this trust over time.

Be open about challenges, invite feedback, and follow through on promises. Safe spaces for discussion—not just performance reviews—help employees feel heard and respected. Encouraging employees to disagree with each other and leadership, if they believe it will lead to better outcomes, is a great way to bring more openness to communication.

7. Support Employees Through Job Transitions

Whether it’s a promotion, role change, or onboarding a new hire, job transitions are vulnerable times. Provide strong, consistent support through connection, mentoring, and flexibility.

Leaders should check in regularly, offer development plans, and ensure new leaders are trained to manage with empathy and confidence. These practices reduce stress and improve long-term retention.

8. Systemically Address Burnout

Globally, 30% of workers say they are burned out. It isn’t just an individual issue—it’s a cultural one. Leaders must address workload, pace, and expectations with transparency.

Encourage employees to speak openly about capacity. Rethink how work is designed, and adjust unrealistic demands. Organizations that take these steps see significant reductions in burnout and increased productivity.

9. Lead by Example and Invest in Managers

Managers have enormous influence over culture. But they’re also under pressure. Nearly 40% report a decline in mental health after stepping into leadership roles.

Support them with training in people management, emotional intelligence, and change navigation. Encourage leaders to model balance, use well-being resources, and adopt healthy habits. A leader’s behaviour sends a powerful message to their teams, and when leaders thrive, their teams are more likely to thrive too.

10. Assess, Measure, and Adapt

You can’t change what you don’t understand. Begin culture change by honestly assessing the current state. Use both quantitative data (engagement surveys, retention rates, usage of benefits) and qualitative feedback (focus groups, interviews) to identify gaps.

Set clear metrics tied to strategic objectives, and track progress. Culture change is ongoing—it requires continual listening, adjustment, and commitment.

A New Standard for Well-being at Work

The data is clear: when organizations invest in cultures of care, they see measurable improvements in engagement, productivity, retention, and mental health. But more importantly, they build workplaces where people feel safe, valued, and empowered to do their best work.

Leaders, the challenge is yours—and so is the opportunity. Start by meeting your employees’ basic needs, then help them grow. Model openness, build trust, recognize effort, and design work for humans. In doing so, you won’t just improve performance—you’ll create a thriving workplace that lasts.

Resources:

Adecco Group Global Workforce of the Future research
Deloitte: 2025 Global Human Capital Trends
Forbes: Signs It’s Time To Change Your Company Culture For The Better
O.C. Tanner Global Culture Report 2025
O.C. Tanner: 5 Workplace Culture Trends for 2025
SHRM Global Culture Report 2024