Wellbeing at Scale: The Impact of Employee Wellbeing Initiatives

wellbeing initiatives

Connecting Employee Wellbeing Initiatives and Exceptional Work Experiences

In today’s dynamic and fast-paced business environment, organizations are increasingly recognizing the profound impact that employee wellbeing has on their overall success. A happy and healthy workforce not only contributes to enhanced productivity, but also fosters a culture of engagement, innovation, and sustained growth. Understanding and improving employee wellbeing is no longer an option—it’s a strategic imperative for organizations seeking to thrive. 

Recognizing this imperative, Concentrix embarked on a groundbreaking journey to assess, analyze, and enhance the wellbeing of our workforce. The culmination of this endeavor is the Wellbeing Index—a holistic framework designed to evaluate the wellbeing of our employees across various dimensions. 


Wellbeing Index

The Wellbeing Index is founded on three fundamental pillars: preventative care, protection, and wellbeing innovation. At the core of this index are nine key submetrics, meticulously designed to evaluate critical facets of wellbeing within our organization. These submetrics encompass a wide range of parameters, including 

  • the manager’s psychoeducation level in effectively supporting their team’s wellbeing 
  • the robustness of our wellbeing support structure 
  • the adoption rates of the wellness toolkit crafted to empower our staff 

The project focused on ranking 718 global accounts based on their performance within the Wellbeing Index, with correlations established between their wellbeing scorecards and operational metrics such as absenteeism and attrition. Our primary goal was to validate and demonstrate the efficacy of this index as a tool to guide the deployment of a comprehensive wellbeing playbook tailored to address the specific needs of our staff. We aimed to uncover meaningful insights and trends linking employee wellbeing to operational success, in contrast to traditional one-time annual surveys.  

Key Findings

Key findings highlighted the intrinsic connection between employee attrition and absenteeism scores and wellbeing, organizational culture, and engagement within our organization. We found that individuals with higher wellbeing scores tend to report greater satisfaction with the company’s culture and demonstrate higher levels of engagement. Results also show that a wellbeing-infused operational model contributes positively to employee longevity. 


The link between wellbeing and employee retention
  • Utilization of break time: Employees who effectively utilize their break time tend to stay with the organization, suggesting the importance of adequate rest and relaxation. 
  • Manager buy-in: Managerial support and commitment to employee wellbeing contribute significantly to increased employee retention. 
  • Wellness awareness scores: Higher awareness of the organization’s wellness resources positively correlates with improved retention rates, emphasizing the value of promoting these resources. 
  • Work-life balance: Employees who can maintain a healthy work-life balance are more likely to remain with the organization, highlighting the importance of fostering this balance. 
  • Mental health first aid training completion: Completion of mental health first aid training among managers has a positive impact on managerial retention, indicating the importance of equipping leaders with tools to support their teams effectively. 
  • Increased absenteeism: High absenteeism rates are a significant factor in reduced retention, indicating the negative impact of extended employee absences on overall workforce stability. 
  • Wellness toolkit adoption: Low adoption rates of wellness toolkits are associated with reduced retention, highlighting the importance of effective utilization of these resources. 
  • Crisis management tool adoption: Low adoption rates of crisis management tools can contribute to reduced retention, as preparedness for handling critical situations is essential for employee satisfaction and retention. 



The link between wellbeing and employee absenteeism
  • Manager buy-in: Managerial support plays a crucial role in reducing absenteeism rates, emphasizing the need for leadership engagement in wellbeing initiatives. 
  • Wellness awareness: Higher wellness awareness of the organization’s wellness resources through strong internal communication is associated with reduced absenteeism, indicating that informed employees are more likely to stay present and engaged. 
  • Wellbeing-infused onboarding: Providing mental health awareness training during onboarding for employees contributes to lower absenteeism rates. 
  • Resilience: Resilient employees are less likely to be absent, highlighting the importance of fostering resilience within the workforce. 
  • Psychological safety: Creating an environment of psychological safety contributes to reduced absenteeism, as employees feel more comfortable and supported in addressing their wellbeing. 
  • Work-life balance: A healthy work-life balance is not only linked to increased retention, but also reduces absenteeism, as employees can better manage their overall wellbeing.
  • Wellness toolkit adoption: Higher adoption rates of wellness toolkits are linked to increased absenteeism, suggesting that individuals facing wellbeing challenges are more likely to seek support through these resources. 
  • Crisis management tool adoption: Higher adoption rates of crisis management tools are associated with increased absenteeism, possibly indicating the need for these tools during periods of crisis or uncertainty. 


These findings collectively emphasize the importance of a holistic and proactive approach to employee wellbeing, not only as a means to enhance individual lives, but also as a catalyst for creating a thriving and engaged organizational ecosystem. Understanding these metrics and their correlations is crucial for developing targeted strategies to enhance employee wellbeing, reduce absenteeism, and increase retention within the organization.   

Learn more about our industry-leading employee wellbeing initiatives. 


Bahar Ozkan

Global Senior Director of Wellbeing

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