A Shared Definition: How to Define Workplace Wellbeing for Long-Term Success
If you ask ten people to define “wellbeing,” you’ll get ten different answers—and that’s not a problem. It’s a strength, as long as your organization is aligned on a shared definition.
Before you invest in workshops, apps, or engagement challenges, you need to define workplace wellbeing in a way that fits your culture, your goals, and your people. That shared understanding becomes the foundation for everything that follows—from programming and communication to leadership buy-in and employee participation.
At On the Goga, Shared Definition is the second step in our 7-Point Framework for building a successful wellbeing program. It’s where organizations stop thinking about “wellness” as a one-size-fits-all concept and start making it their own.
Why You Need a Shared Definition of Wellbeing
Without a shared definition, your program risks missing the mark—no matter how well-designed it is.
Employees may assume it’s not for them. Leadership may struggle to see its purpose. And HR teams may default to scattered initiatives that don’t ladder up to anything meaningful.
A clear definition doesn’t limit you. It gives you a structured, inclusive starting point, one that evolves as your program matures. It helps you choose the right focus, articulate the “why,” and speak a common language across the organization.
How to Define Workplace Wellbeing at Your Company
Every workplace is different, and your definition of wellbeing should reflect that. We recommend narrowing in on one or two priority areas to start—areas where your team is most hoping to see change.
Here are five focus areas we often see resonate:
🧠 Reduce Stress and Prevent Burnout
Workplace stress is one of the top causes of disengagement and turnover. But addressing it goes beyond meditation apps or “resilience training.” It means shifting how work gets done and supporting recovery, boundaries, and focus.
Your definition might include:
Making space for deep work
Teaching recovery skills
Training managers to lead with empathy
What success feels like: People are less overwhelmed and better equipped to recharge.
🤝 Strengthen Connection and Belonging
Employees who feel connected to their team and the organization are more likely to stay, collaborate, and thrive. Belonging doesn’t happen by accident—it’s built through daily habits, shared values, and inclusive leadership.
Another way to strengthen the bond between employee and company is to include them in the process. How do they define these elements? What’s important to them? Giving ownership empowers action.
Your definition might include:
Building rituals for connection
Hosting communication workshops
Celebrating diverse perspectives
What success feels like: People feel part of something—not just employed by something.
🎯 Create Meaning and Motivation
Wellbeing isn’t separate from performance—it’s what makes it sustainable. Helping employees find clarity, motivation, and ownership over their work supports both human flourishing and organizational momentum.
Your definition might include:
Aligning individual goals with team energy
Offering purpose-driven workshops
Reducing unnecessary pressure without lowering standards
What success feels like: People feel energized, focused, and aligned with their purpose.
🏃♀️ Support Health and Daily Habits
Physical health impacts more than just steps taken—it shapes focus, energy, and mood. But not everyone has the same access, interests, or schedules. A modern approach to health support is flexible, inclusive, and built into the flow of work.
Your definition might include:
Encouraging movement throughout the day
Hosting nutrition or sleep workshops
Modeling healthy habits from leadership
What success feels like: People feel supported in taking care of themselves—on their terms.
🪴 Promote Stability and Growth
This focus is about creating the conditions where people feel safe, recognized, and optimistic about their future at work. Especially during times of change, wellbeing can be a grounding force.
Your definition might include:
Building routines that reinforce trust
Supporting financial literacy or career development
Recognizing employee contributions and milestones
What success feels like: People feel steady, valued, and ready to grow.
Your Shared Definition is a North Star—Not a Rulebook
Whatever your focus, your shared definition doesn’t need to be perfect or permanent. In fact, it shouldn’t be. Your organization will grow, and your wellbeing strategy should evolve with it.
The key is to start from a place of intentionality. What matters most right now? What signals will help you know you’re moving in the right direction? How will you communicate that to your team?
When your shared definition is clear:
Employees feel more invited into the process
Leaders see the strategic value more clearly
HR can design programs that build toward something—not just check a box
A Practical First Step
As part of our onboarding process, we guide organizations through a simple reflection:
“What does wellbeing mean to your workplace?”
We help you choose one or two core focus areas based on your goals, then use those to shape your program roadmap. You don’t have to have every answer upfront—but you do need to agree on where to start.
Final Thought
You don’t need a grand mission statement or a 50-page playbook. A shared definition of wellbeing is about clarity, alignment, and intention. When your organization is on the same page about what wellbeing means and why it matters, you lay the foundation for a program that’s not only effective—but lasting. Contact us today to get started on your journey.
