Employee wellbeing is crucial for optimal performance. According to Gallup, only 33% of employees worldwide are thriving. Consider whether your team works well together, delivers reliably, and stays engaged. Burnout and disengagement hinder results. A targeted audit to identify stressors is key before making changes to culture, management, or strategy.
How to Change Employee Wellbeing to Achieve Results and Improving Organisational and Employee Performance – A Holistic Perspective on Wellbeing
In today’s fast-paced and increasingly complex work environment, organisations are under pressure to deliver results while navigating a growing crisis in employee wellbeing. According to Gallup’s State of the Global Workplace: 2025 Report, only 33% of employees worldwide are thriving. Life evaluations are declining, and managers—often the backbone of organisational performance—are among the most affected. This data is more than alarming; it’s a call to action.
Why Wellbeing Is the New Performance Driver
For years, I’ve advocated a simple but powerful idea: systems, not people, need fixing. When employees struggle with burnout, chronic stress, or emotional disconnection, no amount of performance coaching or strategic planning will yield sustainable results. The
truth is clear—wellbeing is not a “nice-to-have.” It is the foundation of engagement, productivity, and long-term success.
The Performance Connection
It’s impossible to influence engagement or boost performance without first addressing wellbeing. When employees are mentally and emotionally depleted, they disengage from their work, their teams, and the organisation’s purpose. This disconnection leads to reduced creativity, poor decision-making, and a breakdown in collaboration.
The Hidden Costs of Poor Wellbeing
Let’s break down the consequences of neglecting employee wellbeing:
- Burnout: Emotional, physical, and mental exhaustion from prolonged stress
- Disconnection: A loss of connection to work, colleagues, and organisational purpose
- Chronic Stress: Ongoing pressure that impairs judgment, resilience, and performance
These conditions are not isolated incidents—they are systemic outcomes. And when they persist, even the most well-intentioned performance initiatives will fail to gain traction.
A Holistic Approach to Performance
To truly improve organisational and individual performance, we must adopt a holistic strategy that integrates three critical dimensions:
- Wellbeing – Supporting physical, emotional, and mental health
- Engagement – Fostering a sense of purpose and connection to work
- Performance – Driving sustainable productivity and effectiveness
This approach requires leaders to shift their focus from reactive problem-solving to proactive system design. It’s not about fixing people—it’s about creating environments where people don’t need fixing.
The First Step: Identify the Stressors
Before investing in culture-building or performance enhancement, organisations must first understand what’s causing strain in the workplace. This begins with a tailored audit to uncover the unique stressors affecting your team.
Your Roadmap to Results
• Conduct a Tailored Audit
Pinpoint the specific workplace stressors undermining wellbeing.
• Allocate Resources Strategically
Focus efforts where they’ll have the greatest impact—whether in culture, leadership, or workflow design.
• Implement Holistic Solutions
Address the root causes of disengagement and burnout through systemic change.
Backed by Research, Driven by Purpose
Gallup’s research confirms what many leaders already sense: wellbeing and performance are inseparable. Organisations that prioritise employee wellbeing don’t just see happier teams—they see better results. Resilience, innovation, and collaboration flourish when people feel supported and connected.
Ready to Transform Your Organisation?
If you’re ready to move beyond surface-level solutions and create lasting change, I invite you to explore a customised strategy tailored to your team’s needs. Together, we can build a workplace where people thrive—and results follow.
Further Reading
For more information, refer to Gallup’s State of the Global Workplace: 2025 Report.