More employers are investing in employee well-being to promote employee engagement, retention, and profitability. Considering the biggest investment employers have is in their people, this is a means to prevent burnout, sick days, and absenteeism.

Well-being impacts employees’ physical, mental, and emotional health.

Creating a comprehensive strategy involves planning, implementation and evaluation. While there are many health trends, research shows there are some proven, meaningful ways to effectively boost employee well-being for employees and organizations.

Creating a workplace health and well-being strategy is an ongoing process that requires commitment and continuous effort. Done right, it can create a positive work environment that benefits both workers and the organization. These six steps to do just that:

1. Consider business goals: All great well-being strategy action plans start with goal alignment. Make sure your employee well-being goals support key business goals, and vice versa.

Suppose your organization is focused on improving performance. Leaders should use well-being tools like employee recognition to achieve that goal, while simultaneously boosting engagement and productivity.

2. Gather feedback from employees: Confidential surveys help employees feel comfortable providing honest feedback about their well-being. Plus, they allow employers to monitor longterm success, gather data, and add action items. Health and well-being are personal topics, so it’s essential to provide employees with confidential and supportive opportunities for feedback. The more you do with their feedback, the more employees engage with the process.

3. Evaluate your employee benefits package: Providing a comprehensive and competitive employee benefits package is another essential part of workplace well-being. Benefits such as Employee Assistance Programs (EAPs) help employees find valuable wellness information, resources, and tools. Remember, it’s essential to use feedback to ensure your benefits package satisfies employee wants and needs. Every group of employees is different. If you aren’t asking how you can improve well-being for your unique workforce, you’ll never know.

4. Consider your workplace culture: Culture is a foundational element that shapes the entire employee experience. Employees who feel healthy and happy achieve higher job satisfaction and a sense of belonging, boosting productivity and culture. Think about how your workplace culture could benefit from higher levels of employee well-being and how your leadership team can support the employee experience more consistently and sustainably.

Small additions to a well-being plan, such as more workplace flexibility and opportunities for honest feedback, could make a difference.

5. Set and activate realistic goals: Once leaders know what their employees want and need, it’s time to make a well-being strategy action plan with achievable goals. Not only do smart goals make it easier to celebrate success, they motivate employees by making health and wellness a priority.

6. Measure and review: Collect data and feedback often to see what’s working and what could use more energy. Employees’ well-being requests will change over time and after they receive helpful treatment and support. Checking in regularly ensures everyone’s needs are met, helping teams pivot and stay healthy. Plus, that accountability from leadership creates employee loyalty and employer appreciation.

Bob Helbig is media partnerships director at Energage, a Philadelphia based employee survey firm. Energage is The Denver Post’s survey partner for Top Workplaces. To nominate your company as a Top Workplace, go to denverpost.com/nominate.