As employee wellbeing continues to be a top priority for organizations, many HR leaders are reassessing their initiatives to ensure lasting, meaningful impact. However, numerous programs fail to deliver desired results when implemented as isolated perks rather than as part of a strategic, integrated plan. McLean & Company’s latest research, Create a Holistic Employee Wellbeing Program, provides a comprehensive framework for HR leaders to build robust wellbeing strategies that can enhance engagement, productivity, and retention in the long run.
Why Employee Wellbeing is a Business Priority
According to McLean & Company’s 2025 HR Trends Report, employee wellbeing is now a critical business priority with direct implications for organizational performance. Organizations with strong wellbeing programs are:
- 1.4 times more likely to achieve high overall performance
- Nearly twice as likely to experience high workforce productivity
Furthermore, the World Health Organization estimates that burnout-related turnover and lost productivity cost businesses $322 billion annually, with mental health conditions alone contributing to $1 trillion in lost productivity globally. Despite these staggering costs, many organizations struggle to implement effective wellbeing programs that address systemic barriers like excessive workloads, lack of autonomy, and poor work-life balance.
The Importance of a Holistic Approach
Kelly Berte, practice lead at McLean & Company, highlights that as the boundaries between work and life blur, employees carry their personal challenges with them into the workplace. “Effective wellbeing programs must go beyond surface-level perks and address the full spectrum of challenges impacting employees daily.” McLean & Company advocates for a holistic approach that not only considers ROI but also the long-term benefits, employee trust, and cultural alignment that are critical to driving real change.
Three-Step Process for Building a Holistic Wellbeing Program
McLean & Company outlines a structured, three-step process for HR leaders to create impactful wellbeing strategies:
1. Assess the Current State & Set Goals
Organizations must start by evaluating existing initiatives, identifying gaps, and gathering employee feedback to understand the key challenges. A successful strategy must address systemic barriers like high workloads and limited mental health resources to ensure lasting, meaningful change.
2. Review & Select Wellbeing Initiatives
HR must go beyond isolated perks and select initiatives that support employees across multiple dimensions of wellbeing, including physical, mental, financial, and social wellbeing. These initiatives should be aligned with business goals, with HR demonstrating the link between wellbeing and key business outcomes like retention and productivity.
3. Prepare for Implementation
Having a clear implementation plan is essential. This includes setting timelines, assigning responsibilities, and developing communication strategies to ensure employees are aware of available resources. Ongoing evaluation and feedback mechanisms should be in place to refine the program, embedding wellbeing into the organization’s culture over time.
Embedding Wellbeing Into Organizational Culture
McLean & Company emphasizes that for employee wellbeing to have a lasting impact, organizations must integrate it into the very fabric of their culture. Wellbeing initiatives should not be treated as temporary fixes but as long-term investments. The firm recommends a multilevel approach to creating sustainable wellbeing:
- Individual Level: Provide employees access to wellness programs and mental health resources, empowering them to take control of their wellbeing.
- Team Level: Encourage supportive leadership, foster social connections, and cultivate a positive work culture to enhance team morale and engagement.
- Organizational Level: Ensure that wellbeing is embedded in company values, policies, and leadership practices for sustainability.
The State of Employee Wellbeing in 2025
Despite growing recognition of the importance of employee wellbeing, McLean & Company’s 2025 Trends Report reveals that many organizations still lack a formalized wellbeing strategy. In fact, only 43% of employees feel their company’s wellbeing program effectively meets their needs, while workplace stressors continue to rise. According to Manulife’s The Wellness Report 2023, more than half of employees report experiencing loneliness, and nearly two-thirds say financial concerns impact their work performance.
Without a structured, holistic approach, organizations risk increasing turnover, declining engagement, and worsening business performance.
As organizations continue to invest in employee wellbeing, McLean & Company’s research underscores the importance of adopting a comprehensive, strategic approach. By assessing current initiatives, selecting the right wellbeing programs, and embedding wellbeing into organizational culture, HR leaders can drive sustained improvements in employee engagement, retention, and productivity. The future of wellbeing programs lies in creating a holistic, integrated system that addresses the full spectrum of employee needs and fosters a positive, supportive work environment.
