As organizations continue to prioritize employee well-being, many are reevaluating their approach to ensure their investments lead to meaningful impact. Often, they find their current initiatives fail to deliver lasting results because they are implemented as standalone perks rather than as part of a cohesive, strategic program. In its latest updated research, Create A Holistic Employee Well-being Program, McLean & Company provides HR leaders with a structured framework to develop comprehensive well-being strategies that improve engagement, productivity, and retention.
According to the research, employee well-being is no longer a secondary concern—it’s a critical business priority with direct implications for organizational performance. The firm’s research shows that organizations with strong well-being programs are 1.4 times more likely to achieve high overall performance and nearly twice as likely to experience high workforce productivity. According to the World Health Organization, burnout-related turnover and lost productivity cost businesses an estimated $322 billion globally each year, with mental health conditions alone leading to $1 trillion in lost productivity. Despite these figures, many organizations struggle to implement effective programs, often overlooking the systemic bariers that impact employee well-being, such as excessive workloads, lack of autonomy, and poor work-life balance.
“As the lines between work and life continue to blur, organizations have to recognize that employees don’t leave their personal challenges at the door,” says Kelly Berte, practice lead, HR research and advisory services at McLean & Company. “Effective well-being programs go beyond surface-level perks and start to address the full spectrum of challenges that impact employees every day. Measuring success solely through ROI fails to capture the full value of these programs. A holistic approach—one that considers long-term benefits, employee trust, and cultural alignment—is essential for driving meaningful impact.”
To help HR leaders create sustainable and impactful well-being strategies, McLean & Company’s research validates a three-step approach.
- Assess the current state and set goals. Organizations must begin by evaluating existing well-being initiatives, identifying gaps, and gathering employee feedback to understand key challenges. A successful strategy addresses systemic barriers, such as high workloads and limited mental health resources, to ensure that wellbeing efforts lead to real, lasting change.
- Review and select well-being initiatives. Effective programs go beyond isolated perks to support employees across multiple dimensions, including physical, mental, financial, and social well-being. HR must align initiatives with business goals, assess feasibility, and secure leadership buy-in by demonstrating the link between well-being and key business outcomes such as retention and productivity.
- Prepare for implementation. A clear implementation plan is essential for success. Organizations should establish defined timelines, assign responsibilities, and develop communication strategies to ensure employees are aware of available resources. Ongoing evaluation and feedback mechanisms help refine programs over time, embedding well-being into workplace culture.
