How to create workplace well-being when you’re not the boss

A culture of well-being starts at the top with leadership modeling healthy beliefs and behaviors that inspires managers, teams, employees to do the same. But the most successful (and sustainable) workplace cultures of well-being are created from a top-down, bottom-up, and middle management. No matter your level you can create a different to create a happier, healthier, sustainable culture of well-being. Here's how:

For Leaders:

1. Speak up and connect the dots.
Well-being drives engagement and performance. If your organization is feeling burned out or overwhelmed, connect small changes (like realistic deadlines or meeting-free blocks) to improved productivity and morale. Showing how well-being aligns with business outcomes can build momentum. For example, if you notice teams frequently staying late to meet deadlines, suggesting a "focus hour" each morning with no meetings can improve efficiency and reduce stress.

Research shows that in organizations where employees feel supported by leadership, there’s a 70% reduction in burnout and 56% increase in job satisfaction (Harvard Business Review).

2. Champion well-being as a priority.
Encourage leaders to role model positive behaviors—like taking breaks, respecting boundaries, and actively using well-being resources. When leaders normalize these habits, it creates psychological safety for employees to do the same.

3. Create visibility for well-being initiatives.
Ensure well-being resources are clearly communicated, accessible, and actively encouraged. For example, dedicate time in company-wide meetings to spotlight mental health resources, wellness challenges, or employee-led well-being programs.

For Managers:

1. Create micro-cultures of well-being.
You don’t need permission to shift team norms. By modeling positive behaviors like taking breaks, setting boundaries, and encouraging others to do the same, you can influence those around you. Small rituals can have an outsized impact—try adding a mindful minute before meetings to help everyone reset or celebrate small wins to build morale.

For example, introducing "Monday Mindset" moments where your team shares a positive intention for the week can create a sense of purpose. Simple practices like these build healthier work rhythms and reduce stress.

Teams with managers who actively promote well-being see 21% higher productivity and 41% lower absenteeism (Gallup).

2. Encourage boundaries and unplugging.
Support clear guidelines around communication outside working hours. Respect when colleagues are off-duty, and encourage your team to fully disconnect during leave. Leaders and advocates alike can model healthy boundaries by resisting the urge to respond to late-night emails or messages.

Encouraging employees to take breaks and use their vacation time is equally important. If team members hesitate to step away, emphasize that rest is critical for long-term productivity and well-being. Normalizing downtime builds resilience and prevents burnout.

3. Ask what well-being means to your team.
Well-being is deeply personal and varies by individual. Rather than guessing what your team needs, ask directly. A quick pulse check during one-on-ones or team meetings can reveal insights. Ask, "What's one thing that would improve your well-being at work?" or "What aspect of your well-being feels most neglected right now?"

This approach not only identifies meaningful actions but also gives employees agency in shaping their experience. When employees feel heard, they’re more likely to engage with well-being initiatives and adopt positive habits.

For Employees:

1. Build a culture of gratitude and recognition.
Gratitude doesn’t need to be grand—a simple "thank you" or a quick note of appreciation can have a lasting impact. Recognition fuels a positive, engaged environment. Research shows that feeling valued is one of the strongest predictors of job satisfaction.

Expressing gratitude has been shown to improve workplace relationships and increase overall well-being by up to 25% (Greater Good Science Center).

Encourage your team to build gratitude into their day. Try a "wins wall" in your workspace or team chat where people can post small victories or shout-outs. Recognizing effort, creativity, and resilience can significantly improve morale and foster connection.

2. Express interest in a well-being champion program.
Well-being champions help bridge the gap between employees and leadership by promoting resources, sharing ideas, and fostering connection. Expressing interest in joining or starting a well-being champion program can help bring positive change to your workplace. These champions can organize small events, encourage participation in wellness activities, and create safe spaces for conversations about mental health and stress management.

3. Advocate for your own well-being.
If you're feeling overwhelmed or noticing gaps in well-being support, speak up. Share ideas with your manager or well-being advocate about what would improve your experience—whether it's clearer expectations, more flexible work arrangements, or access to wellness programs.

Taking an active role in shaping your workplace’s well-being culture empowers you to create positive change.

Well-being doesn't have to be complicated or expensive.
Simple actions, led from within the team, can create lasting cultural shifts—helping people feel more valued, supported, and engaged. By building connection, fostering positive habits, and encouraging self-care, you can help shape a healthier workplace, no matter your role.