Recent research suggests significantly more employees feel stress / anxiety should be a top priority compared to employers (51% versus 33% respectively). Clearly there’s a disparity between the wellbeing initiatives prioritized by employers and the support employees want and need right now.

At a time when wellbeing, mental health and wellness are so high up the corporate agenda, many organizations are at risk of targeting their efforts – and resources – in the wrong direction.

In this article, Kimberly Silva, PhD, Senior R&D Consultant at Talogy, (assessors and developers of global talent), shares three principles for designing a wellbeing program. From being intentional and treating the collective, to integrating complimentary components. So that organizations avoid pouring resources into what could be a wellness fad. And establish wellbeing programs that lower turnover rates and absenteeism, while increasing employee engagement, morale, and productivity.

‍