The concept of “employee well-being” was initially mostly about lowering insurance premiums.
Organizations would push “wellness programs” that encouraged positive, healthy behaviors among workers. At some point, the definition of wellness expanded to include financial and emotional health, too.
When you’re buying a machine or training a new worker, it’s easy to look at the investment and the output to determine a return on investment. Trying to calculate the ROI of employee well-being, however, is inherently challenging because well-being is an intangible aspect of employment.
That’s not to say it’s immaterial (nor unmeasurable).
Connecting well-being to engagement and productivity
According to the Harvard Business Review, high stress lowers productivity and performance. Unfortunately, stress affects virtually every person in the workplace today, be it work-related, financial, emotional or otherwise.