The Future of Workplace Wellbeing

Here we review the topics and solutions that were discussed in last year's Wellbeing at Work Summit to address how employers can support the wellbeing of their people long term and create a win-win scenario for everyone.

Rebecca Grainger, CEO & Founder

The Future of Workplace Wellbeing

As we enter 2022 invariably many of us will have new year's resolutions that focus on improving our health and wellbeing. Yet by February, often those commitments have fallen by the wayside and we default to our routines of old. 

Here we review the topics and solutions that were discussed in last year's Wellbeing at Work Summit to address how employers can support the wellbeing of their people long term and create a win-win scenario for everyone.

As your people return to work this year, it’s a perfect opportunity to re-engage them through a holistic wellbeing program that makes people feel they don't need to go elsewhere for a new experience. 

This year it's also inevitable that organisations will continue to struggle with talent, due to a talent-short market and a need to retain their people, so addressing areas such as employee wellbeing is a critical part of the people strategy. The future of workplace wellbeing requires organisations to take a holistic approach that embeds wellbeing into the DNA of the organisation to allow everyone to flourish and thrive in work. 

Holistic wellbeing is key to employers attraction and retention as it is well accepted that talent attraction is more than career development and salary. What the past two years with the emergence of the Great Resignation has taught us, is that the Employee Value Proposition strategy is evolving – people join organisations for purpose and belonging, more than the job itself.

That means that career development has now merged with personal development with plans that allow for growth in not just performance, but also personal lives, of which wellbeing goals play a key part of. That being said, improving employee wellbeing impacts employee happiness and engagement, which has a direct impact on performance. It’s truly a win-win for both employee and employer because when people flourish, businesses thrive.


“When people feel happy in work, there is a three-fold increase in performance”

– Linda Ray, Neurocapability

So what can organisations do to go above and beyond and position themselves as an employer of choice that cares for its people?

Psychological Safety

Psychological safety is key to a wellbeing program as it creates a safe space for your people to be themselves and seek help when they need it, it impacts confidence which impacts performance. By making tools and resources freely available and in a confidential way, organisations have the opportunity to circumvent wellbeing issues from becoming enduring by ensuring their people have access to solutions and support early in the process. Therefore, potentially reducing the severity of any issues and length of time out of the business.

Diversity, Inclusion & Belonging

DI&B is a driver of wellbeing and performance, but to be successful and relevant it should be employee led and experiential to appeal to everyone. If organisations can set the employee up for success, then they can thrive.


Communication is critical, and more so when isolated, which has been a common theme over the last two years with lockdowns, working from home and hybrid working. People want information, honesty and clarity. They want to know the company cares with access to experts, support and resources that meet whatever needs people have. These topics will be varied across individual needs within an organisation, such as financial literacy, parenting, wellness and career transitions. Leaders need to take the time to check in, as this tells the employee they care about their wellbeing and increases employee engagement.

How can triiyo help?

triiyo takes a holistic approach to employee wellbeing and uses innovative technology to improve wellbeing programs and employee engagement as part of a broader people strategy focused on employee attraction and retention. We focus on DI&B, targeting specific gender equality outcomes such as the retention of women post parental leave (and women in leadership numbers), as well as de-stigmatising life events, such as mental illness. Our external, confidential platform creates a sense of psychological safety, which is key to increased employee confidence and performance. We work with organisations who want to set their people up for success so they thrive through every stage of the employee work-life-cycle.

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