Why Workplace Well-being Should Be A Strategic Priority with Jen Fisher

Today, burnout, disengagement, and turnover are skyrocketing, and they’re not caused by employees failing to “self-care.” It’s caused by  poor work design by leaders who are still stuck in outdated ways of thinking, who treat well-being as a cost rather than an investment.

In this article, Jen Fisher, Former Human Sustainability Leader and Chief Well-being Officer at Deloitte, shows why well-being is critical to high-performing teams and how to make it a strategic imperative in the workplace.

“You absolutely should cut your well-being programs and reinvest those dollars in programs that will actually change work.” – Ashish Kothari 

The business case for workplace well-being

The pandemic revealed that no one was immune to inner struggles, from CEOs to entry-level employees. It also showed the coping mechanisms we relied on to get through those challenges, and only made clear the real importance of workplace well-being and why it shouldn't be optional. 

However, as things return to “normal,” some leaders are pulling back on well-being initiatives, questioning their tangible value. This hesitation is understandable since traditional business priorities often focus on metrics like revenue and efficiency. But we can’t risk losing the progress we’ve made. Instead of going back to the “old normal,” leaders need to prioritize well-being as a core strategy to build healthier, more resilient, and higher-performing teams.

Research shows that 97% of burnout stems from poor job design, dysfunctional team dynamics, and flawed organizational cultures. Companies that invest in workplace well-being see real financial gains, with shareholder returns climbing 2–3.5% higher annually. This is proof that well-being isn’t a soft perk, but a strategic imperative that if implemented, fuels the bottom line.

Common misconceptions about workplace well-being

Many leaders believe that workplace well-being programs are ineffective. They believe that some initiatives only scratch the surface, offering quick fixes like yoga apps, while ignoring deeper issues such as how work is designed and how teams interact. These misconceptions are costing businesses more than they realize. 

One big myth is that well-being and high performance can’t coexist, as if prioritizing employee health means sacrificing results. In reality, the opposite is true. Well-being fuels high performance. Healthy, supported teams are more productive and effective.  enabling teams to operate at their best. Without it, organizations are leaving potential and profits on the table.

Leaders need to look beyond the myths and see workplace well-being for what it truly is: a driver of both human and business success.

“Well-being fuels high performance. Without well-being, you're truly sub optimizing everything that the organization stands for, but especially your bottom line.” – Jen Fisher

How to make well-being a strategic priority

Turning workplace well-being into a strategic priority is a necessity for sustainable success. Here’s how organizations can make it happen:

1. Redesign Work for Sustainability Tackle barriers like excessive workloads or inefficient practices that drain productivity. Focus on creating systems that support sustainable work, ensuring employees have the energy and clarity to perform at their best.
2. Create a Clear Well-being Framework Define what well-being means in the organization and communicate expectations clearly. Transparency around workloads and priorities builds trust and empowers employees to align their efforts effectively.
3. Build a Culture of Permission Foster an environment where employees feel safe prioritizing their well-being without fear of judgment. Encourage well-being practices through initiatives that resonate with teams and inspire collective action.
4. Equip Leaders with Tools and Training Make well-being a leadership priority by providing the tools and resources needed to redesign work, support employees, and integrate well-being into daily operations. Leaders should model behaviors that reflect a commitment to well-being.

Three Well-being Non-Negotiables Leaders Need to Adopt

Burnout affects everyone, so there should be no exceptions in well-being. Leaders need it just as much as employees do. In the relentless pace of leadership, it’s tempting to sacrifice personal well-being for professional demands. But the truth is, one can’t lead effectively when running on empty. Here are 3 well-being non-negotiables Jen shared that leaders must adopt today: 

1. Boundaries: Say no to unsustainable practices to say yes to better outcomes.
2. Sleep: Prioritize rest as the ultimate performance enhancer.
3. Movement: Use physical activity to improve mental and emotional health.

Conclusion

Burnout and disengagement are at all-time highs, but treating well-being as a perk or benefit won’t solve the problem. Leaders must shift their mindset to see well-being as the backbone of organizational success. Many studies show that workplace well-being directly impacts performance, retention, and innovation. Now is the best time leaders make well-being a strategic priority.