Wellbeing in the workplace: This is how to really tackle prevention
From 2026, employers will pay 30% of their employees’ benefits in the 2nd and 3rd month of illness. When you know that more and more people are dropping out of work for long periods of time, it pays to put well-being high on the agenda. But how do you create a healthy work environment? And how do you increase job happiness? Positivio and Health & Wellbeing Consultant Brecht Buysschaert of Springbok Coaching generously shares insights and quick wins.
Not a project, but a process
Individual well-being initiatives such as a mindfulness session, a team building activity or fitness membership, etc. are always valuable, but only if they are part of a consistent story.
Brecht clarifies: “Springbok Coaching is a one-stop-shop for companies that want to work structurally and holistically on individual health and well-being at work. We are a solid long-term partner to work on behavioral and cultural change within your organization.”
Quick win: Do you want to improve the culture in your organization? Then first map out what you are already doing today in terms of well-being initiatives and communicate this clearly to your teams. For this you can form a working group ‘wellbeing’. Analyze existing initiatives and ask for feedback: ‘Which actions really work?’ Use the input to sharpen your annual plan.
Focus on … focus
Brecht: “Our working day is interrupted by external stimuli on average every 12 minutes. After each interruption, it takes us more than 20 minutes to get back into the same flow and concentration. No wonder productivity is under so much pressure.”
Quick win: create a focus policy with clear agreements. At the Lego company in Denmark, for example, no one is allowed to be disturbed between 9 and 11 am. Why? In the morning you have more brain potential than the rest of the day. The ideal moment for supreme concentration. So feel free to give your teams the mandate to shape their own work context: with clear rules around emails, meetings, notifications, etc.
Measuring is knowing (but you already knew that …)
It’s a cliché. But do you want to put well-being on the map in a sustainable way? Then you need to demonstrate what it delivers. Brecht explains: “Hard figures are convincing. So collect data and work with performance indicators such as an ENPS score, the Bradford index, a participation rate, well-being score, etc.”
Quick win: Use an online survey tool to measure your well-being. Then schedule a management meeting to turn results into action.
Do you already know these performance indicators?
- The eNPS Score or Employee Net Promoter Score reflects the engagement score: how hard do your employees brag about their work when they’re at a café?
- The Bradford Index measures the impact of absences in the workplace. The focus here is on frequency rather than duration.
- A Participation rate provides insight about how many employees participate in well-being initiatives and activities.
- In a Wellbeing scan employees can give themselves a score in terms of their physical, mental and social health.
Help people grow
Brecht: “People don’t just want to work, they also want to grow. Those who work from their talents and values experience more meaning, energy and resilience. Unfortunately, not everyone knows what he or she is good at. Therein lies an opportunity for employers. As a leader, you can inspire, give feedback and search for someone’s bandwidth together. How much margin for growth is there?”
Quick win: Organize personality analyses or talent scans within your teams. For example, through the Big Five model or the MBTI method. Use the results as a guideline for coaching, collaboration and development: at both the individual and team levels.
Never underestimate the power of positivity
A little fact from an eternal optimist: “Did you know that you need 5 positive stories to compensate for 1 negative story? If you want to avoid your organization becoming a complaining barrack, you can install moments of appreciation. Make sure you have a little more lightness in your company. For example, go for ‘party lines’ instead of deadlines and thus celebrate the small successes.”
Quick win: Put a www sticker on your conference table: What Went Well? Or delve into ‘nudging’: a push in the right direction, in a positive, non-coercive way.
Use the support measures that are available
Investing in well-being is not something you do alone. Brecht: “There are numerous subsidies and support measures to financially support your well-being policy. Think of the SME portfolio, sector funds, etc. Find out how you can make use of them. And if the subsidy disappears? Don’t hit the brakes. In the long run, efforts pay off anyway.”
Quick win: Create a file to apply for welfare subsidies. Is that more difficult than expected? Get assistance from a partner such as Springbok Coaching.
Realist rather than a perfectionist
“As an employer, you can take so many initiatives to promote well-being: you can never control everything,” says Brecht. ” 70 percent of employees drop out due to private causes: tensions in their relationship, a death in the family, a personal crisis, etc. As an employer, you have to accept that something like this happens, despite all your efforts. What can you do? Creating a culture of openness and safety, so that your teams deal with setbacks more resiliently.”
Quick win from Brecht: do a ‘check-in’ within your team on a regular basis. Ask the question ‘How are you really doing?’ more often.
Not a hype but a lever
A modern well-being policy is more than just putting a water dispenser or scheduling walking meetings. It is structural and long-term investment in culture, focus, development and connection. Will you get started today with the quick wins in this blog? Even then you are already making a small difference.
Who is Brecht Buysschaert?
Senior Health & Wellbeing Consultant
In addition to West Flemish entrepreneurial blood, a solid portion of positive energy flows through Brecht’s veins. That’s why in 2014 – after studying LO and a career in sales – he took the plunge into the job of personal lifestyle coach for companies. Today he is the business manager of Springbok Coaching and an experienced health and wellbeing expert.
Want to give your organization a positive boost with a workshop, team building or coaching program? Check outspringbokcoaching.be
Text: Tine Sinnaeve
