At Personio, employee wellbeing was important to us well before the pandemic. With measures like yoga sessions and flexible working options, we emphasized supporting the health, satisfaction, and work-life balance of all our teams. 

And yet, Covid-19 still found a way to shake things up! It had us re-evaluate, adapt, and expand our previous measures. So, how did we come to these decisions? Was it based on gut feeling? Nope. Instead, we used data to make decisions to determine our initiatives. 

In this article, I want to share some insights into why employee wellbeing belongs on every HR team’s agenda, and how we measure the wellbeing of our employees here at Personio. – Cassandra Hoermann, People Experience Lead at Personio

What ‘Employee Wellbeing’ Means At Personio

Healthy teams equal healthy business. That said, the word “healthy” can be interpreted in many ways: It can be about satisfaction, mental and physical strength, balance, but also about the (emotional) connection that exists between employees and companies. 

In our own work, we have defined how our employees should feel, and this serves as our North Star or compass for all of our wellbeing-related measures. But, what does that look like? 

We have defined that our employees should: 

• Feel that their work is valuable and meaningful.
• Be healthy, happy, and satisfied, but also have fun! 
• Identify with our company core values and act in a value-based manner. 
• Enjoy a strong work-life balance.
• Trust us as an employer that will support them in the best ways possible.

Investing in the wellbeing of your employees is one of the best things you can do for your organization. That’s because employee burnout can lead to disaster for your business. 

Employee wellbeing has even become quite the hot topic! For example, REBA’s Employee Wellbeing Research 2020 Report shows that twice as many companies (52%) are looking to develop an employee wellbeing strategy in 2020 than compared to 2019 (25%).