If the last few years have taught us anything, it is this: Business resilience isn’t built on strategy alone. It’s built on people.
At FocusU, we’ve seen a clear pattern emerge – the companies that thrived, not just survived, through disruption were the ones that invested deeply in their people’s happiness and wellbeing.
Today, employee wellbeing is no longer a “good-to-have” HR initiative tucked away in the sidelines. It’s a strategic business imperative. One that starts – and must be championed – from the very top.
Why Happiness and Wellbeing Must Move From the Sidelines to the Strategy Room
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When we speak with CEOs, CHROs, and senior leadership teams, many readily acknowledge the importance of employee engagement. Yet surprisingly few have fully integrated happiness and wellbeing into their core business strategies.
There’s often a lingering misconception: “Happiness is personal. We can’t control it.”
But in our experience, this belief misses the mark. Organizations can create environments where happiness and wellbeing are nurtured. And when they do, the returns – in terms of performance, innovation, loyalty, and resilience – are undeniable.
Related Reading: 10 Habits To Cultivate Happiness
The Wake-Up Call: COVID-19 Changed Everything
The pandemic didn’t just impact operations – it profoundly shifted employee expectations:
- Mental health challenges skyrocketed.
- Anxiety and uncertainty became everyday companions.
- Isolation from remote work eroded informal social bonds.
- Layoffs and business uncertainty heightened fears about job security.
We’ve noticed that even in the post-pandemic world, these scars haven’t fully healed. Employees today are not just looking for a paycheck. They are seeking psychological safety, meaningful connection, and personal wellbeing.
Ignoring this reality comes at a steep cost:
- Increased attrition.
- Lower productivity.
- Erosion of trust and morale.
Simply put, in the #NewNormal, employee wellbeing isn’t optional. It’s existential.
Related Reading: Are Employers Responsible for Employee Mental Health?
The Business Case: Happiness Isn’t Soft. It’s Strategic.
The data is clear and compelling:
- Oxford University research found that happy employees are 13% more productive.
- Sales teams showed a 37% increase in performance when they were happier.
- Gallup research consistently shows that engaged (and by extension, happier) employees are significantly more profitable, loyal, and innovative.
In our experience, teams that report higher happiness and wellbeing:
- Solve problems faster.
- Innovate more consistently.
- Build stronger client relationships.
- Stay longer, reducing recruitment and onboarding costs.
When people thrive, businesses thrive. It’s that simple – and that profound.
Related Reading: The Importance of Employee Mental Health Awareness and Resources in the Workplace
What Happiness at Work Really Looks Like
Often when we mention “workplace happiness,” leaders think of perks: Casual Fridays, office parties, wellness apps.
While those have their place, true workplace happiness runs far deeper:
In our view, it includes:
- Autonomy:
Employees feel trusted to make decisions and manage their work. - Belonging:
Employees feel genuinely connected to the team and the larger mission. - Purpose:
Employees see how their work matters – beyond metrics. - Growth:
Employees feel they are learning, evolving, and moving forward. - Recognition:
Employees’ contributions are noticed and valued – meaningfully, not mechanically. - Psychological Safety:
Employees feel safe to speak up, experiment, and be vulnerable.
This holistic view of wellbeing must underpin any serious happiness strategy.
Related Reading: Effective Employee Mental Health Training For Lasting Change
The Leadership Imperative: Why CEOs Must Champion Wellbeing
In our experience, employee wellbeing initiatives only succeed when leaders – especially CEOs – own them. Not delegate them. Not merely endorse them with a memo.
When CEOs:
- Talk openly about wellbeing.
- Role-model healthy behaviors.
- Invest budgets and attention into it.
It signals to the entire organization: “This isn’t a CSR initiative. This is how we do business.”
Without visible top leadership commitment, wellbeing efforts risk being perceived as hollow HR exercises – easily abandoned in tough times.
Related Reading: Guide to Employee Mental Health Support and Programs
Building a Culture of Happiness and Wellbeing: Where to Start
If you’re wondering, “Where do we even begin?”, here’s what we’ve seen work:
1. Integrate Wellbeing into Business Metrics
Employee happiness and wellbeing should be measured and discussed alongside financial KPIs.
- Include wellbeing indicators in leadership dashboards.
- Review them monthly; not just annually during engagement surveys.
- Make wellbeing outcomes part of leadership evaluations.
What gets measured, gets attention. What gets attention, gets improved.
2. Hire or Upskill Organizational Development (OD) Professionals
Driving true culture change requires expertise.
OD professionals trained in change management, psychology, and systems thinking can:
- Design holistic wellbeing strategies.
- Align them with business goals.
- Sustain momentum beyond surface-level interventions.
In our experience, organizations that invested in dedicated OD capabilities saw deeper and longer-lasting impact.
3. Anchor Initiatives for the Long Term (Minimum 3 Years)
Wellbeing is not a quick-win campaign. It’s a cultural shift.
We advise organizations to plan for:
- Multi-year roadmaps (minimum 3 years)
- Annual recalibrations, based on feedback and evolving needs
- Leadership immersion programs to build empathy and commitment
- Hooks into core processes like performance reviews, onboarding, and leadership development
Short-term thinking is one of the biggest reasons wellbeing efforts fail. True culture change needs time, patience, and perseverance.
4. Build “Hooks” to Sustain Engagement
Keep wellbeing visible and meaningful by:
- Linking initiatives to real business outcomes.
- Sharing regular success stories internally.
- Creating “Wellbeing Champions” across departments.
- Celebrating small wins – not just big milestones.
When employees see tangible benefits – better team relationships, improved productivity, personal growth – they buy into the movement.
Why It Matters More Than Ever
In a world of constant change, technological disruption, and talent scarcity, the organizations that will win aren’t necessarily the ones with the flashiest offices or biggest budgets.
They’ll be the ones where people feel:
- Seen.
- Valued.
- Supported.
- Inspired.
When employees are genuinely happy and well, they don’t just clock in and out. They show up. They engage. They care. They innovate. They grow. And they help your organization #BeMore.
Related Reading: How Positive Work Culture Help Employees Struggling With Mental Health
Final Word: This Is the Moment
Organizations today are standing at a critical crossroads:
🔹 Ignore wellbeing and continue business as usual – at the cost of engagement, loyalty, and growth.
🔹 Or reimagine workplaces as ecosystems where people flourish – and in doing so, unlock extraordinary performance.
In our experience working with hundreds of teams, we’ve seen it firsthand: When happiness and wellbeing become strategic priorities, everything changes.
The choice is clear. And the time is now.
Related Reading: How To Curate A Corporate Wellness Training Program?
