A Cure for the Common Company

Your workplace plays a bigger role in your health than you might think. So how can we create an environment where employees thrive both mentally and physically?

1. Aligning individual and organizational values

A workplace health program will only succeed if it connects with both the employees’ personal needs and the company’s overarching goals. Often, wellness campaigns are created with good intentions, but fail because they don’t resonate with the real values and desires of everyone involved. Finding shared goals between employees and the organization is central to long-term success.

When well-being becomes a true part of an organization’s principles, it can affect all areas of work—from interactions with customers to the company’s overall safety culture. A genuinely supportive health program not only helps workers take fewer sick days but also boosts their ability to thrive professionally. This alignment leads to better workplace engagement and improved career experiences.

However, success requires a genuine commitment. Superficial gestures, like putting up motivational posters, will ring hollow if the company doesn’t back them up with real actions. For example, ergonomic equipment, flexible hours, and walking breaks are concrete steps that show dedication to employee well-being. Consistency between these steps and the company’s messaging helps build trust and genuine change over time.

Examples

• A warehouse employee might need programs tailored for physical movement, while a desk worker may benefit from posture-focused tools.
• A company that preaches a healthy work-life balance but enforces overtime undermines trust.
• Flexible schedules help employees prioritize their well-being alongside work responsibilities.

2. Building a positive social climate

The tone of day-to-day interactions at work can significantly impact how employees engage with health initiatives. A supportive social environment fosters psychological safety and allows open discussions about mental and physical health.

When the workplace feels judgmental or indifferent, employees might conceal their struggles, foregoing preventive care for fear of repercussions. Leaders play a critical role here by modeling openness and vulnerability in their own health journeys. Mark Bertolini, the CEO of Aetna, set a prime example after a personal health crisis. By sharing his experiences, he inspired his company to build a compassionate and accepting workplace environment.

Small actions can make a big difference. Hosting discussions, encouraging peer support, or listening without judgment are effective ways to shift the social climate. By embedding kindness and inclusion into workplace relationships, companies can pave the way for stronger connections and better overall health.

Examples

• Bertolini’s transparency invited more employees to openly share their challenges.
• Massachusetts General supported staff with buddy systems during the pandemic.
• Structured wellness conversations reduce stigma around discussing health issues.

3. Transforming unhealthy norms

Workplace norms, or unspoken rules, guide daily behavior in subtle yet powerful ways. Some norms promote productivity and collaboration, but others can harm well-being if left unchecked. Identifying and intentionally reshaping these norms can lead to healthier habits at work.

By analyzing their norms, companies can redesign processes that align better with their health goals. The Motley Fool demonstrated this by changing how employees joined teams. Originally informal, the process led to favoritism and stagnation. By introducing an open application system, the company aligned fairness with employee empowerment, fostering trust.

Remember, meaningful change happens through nudges rather than authoritarian rules. For example, creating inviting stairwells encourages physical activity. Changing norms takes time, but when done thoughtfully, it can transform workplace culture for the better.

Examples

• Unhealthy norms often persist because no one wants to defy them.
• Posting internal project opportunities openly boosted fairness at The Motley Fool.
• Visible healthy choices, like stairs over elevators, encourage better decision-making.

4. Leveraging culture connection points

Every company shapes its employees’ habits through its environment and messaging. These subtle influences, or culture connection points, include policies, office design, and even recruitment language. Companies can use these cues intentionally to promote well-being.

Southwest Airlines excels at this by embedding their people-first values across their recruitment, onboarding, and internal communication. For instance, their humorous flight announcements reflect a deeper cultural commitment to positivity and connection, starting with employees.

Employers should evaluate their existing connection points to ensure they promote, rather than hinder, health. Even small changes—like making healthy snacks available or providing standing desks—can nudge employees toward positive choices that feel natural and easy.

Examples

• Southwest Airlines uses recruitment to reflect its people-focused culture.
• Leadership transparency, like recording meetings, fosters trust among employees.
• Simple changes like labeling healthy foods prominently can influence choices.

5. Harnessing peer support

Peer relationships greatly influence behavior. Encouraging employees to actively support one another can make workplace health programs more effective. People are more likely to stick to healthy habits when they do so alongside colleagues.

Companies can foster peer connections through group activities, buddy systems, or shared challenges. For example, Massachusetts General used buddy programs during the pandemic to boost morale and reduce isolation. These initiatives turn coworkers into allies who motivate each other toward well-being.

Modern workplaces should actively encourage group activities that serve health goals, like team fitness challenges or yoga classes. Healthy competition and camaraderie often motivate people to stay engaged and inspired.

Examples

• Massachusetts General's buddy system alleviated stress during COVID-19.
• Step-count challenges promote teamwork and fitness.
• UK firm The Wow Company used buddy systems for remote employees.

6. Leadership sets the example

Leaders play a direct role in influencing workplace culture, especially regarding well-being. By modeling healthy behaviors and prioritizing health in their decision-making, they encourage employees to do the same.

During the COVID-19 crisis, Starbucks CEO Kevin Johnson showed strong leadership by prioritizing employees’ safety. This included allowing staff to stay home if they felt unsafe and offering paid leave. His actions demonstrated the company’s values, inspiring staff trust and engagement.

Leaders who take part in health initiatives, like participating in fitness programs, send a strong message to their teams. It’s not about words alone—actions speak volumes. Consistent leadership commitment ensures health becomes integral to the workplace.

Examples

• Kevin Johnson prioritized employees’ comfort and safety during the pandemic.
• At Johnson & Johnson, managers join fitness activities with employees.
• A CEO openly promoting health initiatives encourages team buy-in.

7. Being prepared for setbacks

Change isn’t easy, and setbacks are inevitable when transforming workplace culture. Common pitfalls include overconfidence, rushed implementation, or failing to hold people accountable. Companies must anticipate these challenges and use them as opportunities for growth.

Regular evaluations, like employee surveys or health scorecards, can help track progress and re-align goals. For example, Johns Hopkins monitors health metrics annually using tools like the CDC Worksite Health ScoreCard. This consistent monitoring identifies what works and where improvement is needed.

Challenges will arise, but they shouldn’t derail the entire process. With adaptable strategies and timely course corrections, organizations can overcome obstacles to build thriving health cultures.

Examples

• A rushed initiative without proper planning often fails.
• Employee surveys reveal gaps in leadership support.
• Johns Hopkins uses scorecards to measure progress annually.

8. The power of environmental nudges

Often, employees don’t need rigid rules to make healthier choices. Small environmental nudges can guide them in the right direction. Making better options visible and accessible often leads to significant behavior changes without resistance.

For example, providing fruit baskets in the office kitchen instead of vending machines stocked with sugary snacks signals a preference for healthier habits. Similarly, offering ergonomic workstations can reduce physical stress for desk-bound employees.

Adjusting these environmental cues gradually creates a baseline for healthier norms, making well-being feel seamless and achievable.

Examples

• Visible fruit baskets encourage healthier snacking.
• Using fun wall art promotes taking stairs over elevators.
• Standing desks empower physical well-being during work hours.

9. Consistency is key to lasting change

The most effective workplace health cultures are those that integrate wellness consistently at every level. When values, communication, and policies align, employees trust that well-being is a true priority within the organization.

Without consistency, mixed messages can erode trust. For example, promoting mental health while setting unrealistic workload expectations sends a clear contradiction. Instead, companies should ensure that all initiatives—from management training to resources for employees—work together in harmony.

Organizations need to integrate well-being into their daily practices fully. Patience and persistence reward employers with a healthier, happier, and more engaged workforce.

Examples

• Leaders’ actions must align with what they promote publicly.
• Promoting wellness programs while ignoring flexible scheduling undermines trust.
• Integrating well-being into company norms leads to both personal and organizational growth.

Takeaways

1. Make health and wellness an integral part of your company’s values, policies, and actions. Employees can instantly recognize authentic commitment.
2. Introduce peer networks or buddy systems where employees can support and motivate each other in health-related goals.
3. Regularly evaluate your wellness initiatives for alignment and effectiveness, adapting plans as needed to ensure consistent progress.