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Are you struggling to understand well-being terms being banded around the office? Or maybe you have a team junior you need to bring up to speed quickly? Our Kind Mind well-being in the workplace glossary is worth a bookmark wherever you find yourself!

Well-being in the workplace: What you need to know before we get started

As the well-being landscape evolves, we’ll update our list of key terms relating to physical, mental and emotional health. So, check back whenever you need help.

Remember that some of these terms will cross over into other areas of HR. And that’s the point – Employee well-being and the notion of well-being considerations cross over into every touchpoint within the HR process. How we approach and manage our staff results in how they think, feel and perform.

Well-being Terms You Need To Know


  1. Absenteeism: The habitual or frequent absence of employees from work, often due to illness or other personal reasons, which can impact productivity. Here’s our Kind Mind guide to measuring absenteeism.
  2. Adaptability: The ability to adjust and thrive in changing work environments, promoting resilience, innovation, and growth.
  3. Adaptable work schedules: Offering flexible work arrangements that accommodate individual preferences and responsibilities, contributing to work-life balance.
  4. Anxiety: A state of heightened worry, fear, or unease often associated with uncertain or challenging situations, affecting mental well-being.
  5. Burnout: Physical and emotional exhaustion resulting from chronic workplace stress, leading to reduced performance, detachment, and overall dissatisfaction.
  6. Burnout avoidance: Implementing measures to prevent employee burnout by managing workloads, promoting self-care and recognising early signs of exhaustion.
  7. Career advancement prospects: Opportunities and pathways for employees to develop their skills, take on more challenging roles, and progress within their careers.
  8. Career development: The process of advancing skills, knowledge, and experience to progress within one’s chosen career path, contributing to long-term job satisfaction and growth.
  9. Career satisfaction: The contentment employees derive from their career paths, influenced by growth opportunities, achievements, and alignment with values.
  10. Cognitive well-being: The state of clear thinking, focus, and mental acuity that enhances problem-solving, decision-making, and creativity.
  11. Collaboration: The cooperative effort of employees to achieve shared goals, fostering creativity, efficiency, and a positive work atmosphere.
  12. Colleague support: The assistance, collaboration, and encouragement employees receive from their coworkers, contributing to a positive work environment and well-being.
  13. Communication skills: The ability to convey thoughts, ideas, and information effectively, fostering understanding, cooperation, and positive work relationships.
  14. Company culture: The shared values, behaviours, and environment that define how an organisation operates and how its employees interact. Competence development initiatives: Implementing programs to enhance employees’ skills, knowledge, and expertise.
  15. Conflict management: The strategies to address and resolve conflicts and disputes ensure a harmonious work environment.
  16. Conflict resolution: The strategies and techniques employed to address and resolve disagreements and disputes within the workplace, fostering a harmonious environment.
  17. Conflict resolution mediation: Assisting employees in resolving conflicts and disagreements through facilitated discussions and negotiations.
  18. Continuous improvement: The ongoing effort to enhance skills, processes, and practices, increasing efficiency, satisfaction, and overall well-being in the workplace.
  19. Creativity: The generation of novel ideas, solutions, and task approaches, contributing to innovation and a sense of accomplishment.
  20. Cultural competence: The understanding and ability to work effectively with colleagues from diverse backgrounds, enhancing collaboration and mutual respect.
  21. Customised wellness plans: Tailoring well-being plans to individual employee needs, considering factors such as health goals and preferences.


  1. Decision-making: The process of selecting the best course of action, influenced by information, values, and potential outcomes.
  2. Decision-making support: The information, guidance, and resources provided to facilitate informed and effective decision-making.
  3. Diet: The regular consumption of food and beverages, comprising choices that can impact an individual’s nutritional health.
  4. Diet quality: The overall nutritional value and healthiness of an individual’s dietary choices, including consuming essential nutrients and balanced meals.
  5. Disagreement resolution skills: Equipping employees with skills to address and resolve disagreements constructively and respectfully.
  6. Dispute resolution: Strategies and approaches used to address and resolve conflicts and disagreements within the workplace, fostering a harmonious atmosphere.
  7. Diversity: The presence of individuals from various backgrounds, cultures, and identities within the workplace enhances creativity, innovation, and problem-solving.
  8. Effective communication workshops: Training sessions aimed at improving communication skills among employees, leading to better collaboration and understanding.
  9. Emotional health awareness: Raising consciousness about the importance of emotional well-being and providing resources to support employees’ emotional health.
  10. Emotional intelligence: A person’s ability to understand and manage emotions and recognise and empathise with colleagues’ feelings, fostering positive relationships.
  11. Emotional intelligence workshops: Training sessions to enhance employees’ recognition, understanding, and management of their and others’ emotions.
  12. Emotional well-being: The state of balanced emotions and positive mood that contributes to overall mental health and job satisfaction.
  13. Empathy: A person’s ability to understand and share the feelings of others, fostering supportive relationships, effective communication, and a positive work atmosphere.
  14. Employee affinity groups: Creating employee-led groups based on shared interests or backgrounds, promoting a sense of belonging and community.
  15. Employee assistance programs (EAPs): Support services organisations offer to help employees address personal, emotional, and work-related challenges.
  16. Employee autonomy: The degree of independence and decision-making authority granted to employees, promoting ownership and creativity.
  17. Employee engagement: The degree of emotional investment, motivation, and dedication an employee feels towards their work, which increases productivity and job satisfaction.
  18. Employee engagement drives: Launch campaigns and activities to enhance employee engagement, motivation, and overall satisfaction.
  19. Employee engagement score: The point of measure that depicts how engaged an individual or group of employees is with your business. Here’s our Kind Mind guide to measuring employee engagement.
  20. Employee experience: How your employees encounter your business during every aspect of the employee journey. Here’s our Kind Mind to the employee experience and your workplace considerations.
  21. Employee gratitude: Encouraging a culture of gratitude and appreciation among colleagues and teams.
  22. Employee morale: The collective mood and attitude of employees, influenced by factors such as job satisfaction, communication, and management.
  23. Employee performance: An individual’s effectiveness and achievement of job-related goals and expectations within an organisation. Here’s our Kind Mind guide to measuring employee performance effectively.
  24. Employee retention: Strategies and practices aimed at retaining valuable employees, enhancing job satisfaction, and reducing turnover.
  25. Employee retention rate: The point of measure that depicts how long individuals or groups of employees stay with your business. Here’s our Kind Mind guide to measuring employee retention rates.
  26. Employee satisfaction: The contentment and fulfilment employees experience in their roles and within the organisation.Here’s our Kind Mind guide to measuring satisfaction.
  27. Employee support: Providing assistance and resources to employees to help them overcome challenges, fostering a supportive work environment.
  28. Employee turnover rate: The percentage of employees who leave an organisation and must be replaced during a specific period, typically a year. Here’s our Kind Mind guide on how to measure your turnover rate.
  29. Employee well-being evaluations: Regularly assessing and evaluating the overall well-being of employees through surveys and feedback mechanisms.
  30. Employee wellness: Initiatives and programs aimed at enhancing the physical, mental, and emotional well-being of employees within an organisation. Here’s our Kind Mind guide to measuring employee wellness.
  31. Empowerment endeavours: Initiatives that involve employees in decision-making, goal-setting, and problem-solving processes.
  32. Engagement evaluation: Assessing employee engagement levels through surveys or assessments to identify areas for improvement and boost overall motivation.
  33. Ergonomic evaluations: Conduct assessments to ensure employees’ workspaces are designed to promote comfort, health, and productivity.
  34. Ergonomically designed workstations: Setting up workspaces prioritising employee comfort, health, and productivity through ergonomic furniture and equipment.
  35. Ergonomics: The design and arrangement of workspaces and equipment to optimise employees’ comfort, efficiency, and physical well-being.


  1. Feedback culture: An organisational atmosphere where constructive feedback is actively encouraged, leading to continuous improvement, skill development, and stronger working relationships.
  2. Feedback loops: Ongoing cycles of communication and evaluation between employees and management, promoting continuous improvement.
  3. Feedback mechanisms: Creating systems for employees to provide feedback on well-being initiatives, policies, and the overall work environment.
  4. Financial health: An individual’s financial stability and ability to meet financial obligations and goals, often reflecting a balance between income and expenses.
  5. Financial well-being: The overall state of an individual’s financial health and security, including savings, investments, and debt management.
  6. Financial wellness endeavours: Initiatives and programs that support employees’ financial health, education, and planning.
  7. Flexibility: The availability of adaptive work arrangements that accommodate individual needs, contributing to improved work-life balance and employee satisfaction.
  8. Flexibility alternatives: Offering various options for flexible work arrangements to accommodate employees’ diverse needs.
  9. Flextime: A flexible work schedule that allows employees to choose their starting and ending times within specific parameters, enhancing work-life balance.
  10. Goal setting: Defining and pursuing objectives that provide direction, motivation, and a sense of accomplishment.
  11. Goal-driven organisational ethos: Establishing a culture where goals, achievements, and growth are central to an employee’s sense of purpose.
  12. Happiness: The degree of emotional contentment, joy, and positive well-being that contribute to a person’s fulfilment experience.
  13. Harmonious work-life blend: Creating a seamless integration of work and personal life commitments, allowing employees to thrive in both areas.
  14. Health check-ups: Providing regular health assessments and screenings to ensure employees’ physical well-being.
  15. Health promotion: Initiatives and programs aimed at fostering healthy habits, physical fitness, and well-being among employees.
  16. Holistic health campaigns: Comprehensive campaigns that address various aspects of employees’ well-being, including physical, mental, emotional, and social dimensions.
  17. Holistic well-being: The comprehensive approach to well-being that considers physical, mental, emotional, and social aspects, aiming for overall balance and health.
  18. Hybrid working model: A hybrid working model combines remote and in-office work, providing employees with flexibility in where and how they work.
  19. Hybrid working policy: A set of guidelines and rules that govern the implementation and management of hybrid work arrangements within an organisation.


  1. Inclusion and openness: A workplace culture that promotes diversity, equity, and open communication, ensuring all employees feel valued, respected, and heard.
  2. Inclusive management approaches: Encouraging managers to adopt practices that promote fairness, inclusivity, and employee respect.
  3. Inclusive workplace projects: Undertaking projects and initiatives that promote inclusion through diversity and equity within the organisation.
  4. Inclusiveness policies: Establishing policies ensuring a diverse and inclusive workplace where all employees are treated respectfully and fairly.
  5. Inclusivity: Creating a diverse and welcoming environment where all employees feel valued, respected, and can contribute their unique perspectives.
  6. Inclusivity training programs: Offering training sessions that promote understanding, respect, and effective interaction in a diverse workplace.
  7. Individual development schemes: Tailored plans help employees identify their strengths, growth areas, and personal and professional improvement strategies.
  8. Intercolleague relations: Nurturing positive interactions and connections among colleagues, contributing to a collaborative and harmonious work environment.
  9. Interpersonal connections: Fostering positive relationships and connections among employees, contributing to a supportive and collaborative work environment.
  10. Job contentment assessment: Evaluating employees’ level of satisfaction and fulfilment within their roles to identify areas for improvement and growth.
  11. Job control: Employees’ authority and decision-making power over tasks and responsibilities contribute to job satisfaction. Also known as job autonomy.
  12. Job crafting: Tailoring one’s responsibilities to align with personal strengths, interests, and values, contributing to job satisfaction and engagement.
  13. Job crafting programs: Offering guidance and support for employees to shape their job roles and responsibilities to align with their strengths and interests.
  14. Job demands: The tasks, responsibilities, and challenges employees must manage, influencing stress and well-being.
  15. Job enrichment: Enhancing job roles with more challenging and meaningful tasks increases motivation and job satisfaction.
  16. Job enrichment workshops: Training sessions focused on expanding the scope and impact of employees’ roles to enhance satisfaction and engagement.
  17. Job fit: The alignment between an employee’s skills, strengths, and interests with the requirements and responsibilities of their role.
  18. Job resources: The tools, information, and support employees provide to help them perform their tasks effectively and efficiently.
  19. Job rotation options: Offering opportunities for employees to experience different roles and tasks, promoting skill development and engagement.
  20. Job satisfaction: The level of contentment and fulfilment employees derive from their roles, influenced by job autonomy, relationships, and alignment with values. Here’s our Kind Mind guide to measuring job satisfaction.
  21. Job satisfaction strategies: Implementing measures to enhance employee satisfaction through recognition, development opportunities, and positive work experiences.
  22. Leadership development: Enhancing leadership skills and qualities, fostering effective communication, guidance, and motivation among teams.
  23. Leadership encouragement: Leaders actively promote and support employee well-being through actions, decisions, and communication.
  24. Leadership enhancement: Providing training and development opportunities to enhance leaders’ ability to support employee well-being.
  25. Leadership support: The guidance, resources, and encouragement provided by supervisors and leaders to help employees excel in their roles and manage challenges.
  26. Learning opportunities: Access to training, workshops, and skill development programs that enable employees to acquire new competencies and knowledge.
  27. Life-work counselling: Offering counselling and support services to help employees manage personal challenges that impact their well-being.
  28. Lifestyle betterment challenges: Initiating challenges that encourage employees to make positive lifestyle changes for their well-being.
  29. Life satisfaction: The level of contentment and fulfilment an individual experiences in life, encompassing various aspects such as work, relationships, and personal achievements.


  1. Management strategies: Offering tools and training to help employees effectively manage their time, boosting productivity and well-being.
  2. Managerial support: Supervisors provide guidance, resources, and encouragement to help employees excel and manage challenges.
  3. Mental balance: The emotional and psychological equilibrium contributing to overall well-being and effective coping with challenges.
  4. Mental fitness seminars: Hosting seminars that provide information and tools to enhance employees’ mental resilience and well-being.
  5. Mental health: The psychological well-being of employees, including emotional resilience, stress coping mechanisms, and addressing mental health challenges.
  6. Mental health breaks: Providing designated breaks for employees to recharge, reflect, and manage their mental well-being.
  7. Mental health protocols: Establishing guidelines and procedures to address and support employees’ mental health needs.
  8. Mental resilience: The ability to adapt and bounce back from stress, setbacks, and challenges, maintaining mental well-being in adversity.
  9. Mental wellness initiatives: Organisations’ Proactive efforts to promote and support employees’ mental well-being through various programs, resources, and activities.
  10. Mind-body equilibrium: Striking a balance between mental and physical well-being, recognising their interconnectedness in overall health.
  11. Mindful leadership practices: Encouraging leaders to adopt mindfulness techniques that enhance their well-being and positively impact their teams.
  12. Mindful practices: Incorporating mindfulness techniques into daily routines to cultivate present-moment awareness, reduce stress, and enhance focus.
  13. Mindfulness: The practice of being fully engaged and present in the moment, which can enhance attention, reduce stress, and improve overall mental clarity.
  14. Morale-boosting initiatives: Activities and efforts designed to lift employee spirits, enhance motivation, and create a positive workplace atmosphere.
  15. Motivation: The inner drive and enthusiasm compel employees to achieve their goals, increasing performance and job satisfaction.
  16. Motivational tactics: Strategies to boost employee motivation, such as setting clear goals, offering incentives, and recognising achievements.
  17. Net Promoter Score: A metric designed to gauge customer satisfaction and loyalty by asking, “How likely are you to recommend our product/service to others?” on a scale of 0 to 10.
  18. Nutritional wellness drives: Initiatives promoting healthy eating habits and nutrition education among employees.
  19. Open communication: A transparent and honest exchange of information among employees and management, promoting trust and positive relationships.
  20. Organisational culture: The shared values, beliefs, and norms that shape employees’ collective behaviour and attitudes within a company.
  21. Organisational support: The resources, policies, and assistance the organisation provides to help employees achieve their goals and maintain well-being.


  1. Paid time-off provisions: Providing comprehensive policies supporting employees’ well-being and work-life balance.
  2. Peer mentoring: Establishing mentoring relationships among employees to share knowledge, experiences, and support.
  3. Peer support: The encouragement and assistance offered by colleagues, enhancing well-being and creating a supportive work environment.
  4. Performance acknowledgement: Recognising and acknowledging employees’ achievements and contributions to boost morale and motivation.
  5. Performance evaluation: Assessing employees’ job performance to provide feedback, identify areas for growth, and recognise achievements. Here’s our Kind Mind guide to measuring employee performance.
  6. Performance feedback: Constructive information and evaluations are provided to employees about their job performance, aiding growth and improvement.
  7. Performance recognition strategies: Developing systematic approaches to recognise and reward high performance and accomplishments.
  8. Personal development: The ongoing process of improving skills, knowledge, and self-awareness to achieve personal and professional goals.
  9. Personalised development roadmaps: Providing employees with individualised professional and personal development plans.
  10. Physical activity levels: The amount and intensity of physical exercise and movement an individual engages in, influencing their physical well-being.
  11. Physical fitness focus: Prioritising physical well-being through initiatives such as exercise programs, health screenings, and wellness challenges.
  12. Physical health: An employee’s physical well-being, encompassing exercise, nutrition, and overall health maintenance for optimal performance.
  13. Positive psychology: The study and application of factors contributing to human flourishing and well-being, emphasising strengths, gratitude, and positive experiences.
  14. Positive workplace atmosphere: Creating a positive and supportive culture where employees feel motivated, empowered and valued.
  15. Presenteeism: Where employees are present at work but not fully productive due to health issues, personal problems, or other factors impacting overall performance.
  16. Productivity: The effectiveness and efficiency of employees completing tasks, influenced by motivation, focus, and work environment. Here’s our Kind Mind Guide to employee productivity and measuring it.
  17. Professional growth: The continuous development of skills, knowledge, and experiences, enabling employees to advance in their careers and feel fulfilled.
  18. Professional satisfaction: Employees gain a sense of fulfilment and accomplishment from their professional achievements and contributions.
  19. Promotion rate: The percentage of employees within an organisation who advance to higher positions or roles over a specified period, reflecting career progression. Here’s our Kind Mind guide on how to measure your promotion rates.
  20. Psychological safety: A climate where employees feel comfortable expressing their opinions and taking risks without fear of negative consequences, promoting open communication and innovation.
  21. Psychological well-being: The state of mental health and emotional balance employees experience, contributing to overall job satisfaction and performance.
  22. Psychological well-being resources: Providing employees with tools and resources to enhance their mental and emotional health.
  23. Reasonable adjustments: Accommodations or modifications made by employers to create an inclusive and accessible workplace for employees with disabilities or support needs.
  24. Recognition: The acknowledgement and appreciation of employee contributions and achievements, boosting morale, motivation, and job satisfaction.
  25. Recognition programs: Organised strategies that acknowledge and appreciate employee contributions, enhancing motivation, engagement, and a positive work environment.
  26. Remote collaboration: The practice of working together on tasks and projects, facilitated by technology, despite geographical separation.
  27. Remote collaboration solutions: Implementing tools and technologies that facilitate effective collaboration among remote or dispersed teams. Here are our Kind Mind guides to remote employee well-being.
  28. Remote work: A work arrangement where employees fulfil their responsibilities from locations outside the traditional office, often enabled by technology.
  29. Remote work regulations: Establishing guidelines and expectations for remote work arrangements, ensuring productivity and well-being.
  30. Resilience: A person’s capacity to bounce back from adversity and maintain well-being, enabling employees to handle challenges and setbacks effectively.
  31. Resilience seminars: Workshops and sessions to build employees’ resilience to stress, challenges, and change.
  32. Resilience-boosting endeavours: Initiatives and activities that cultivate employees’ resilience and capacity to navigate challenges.
  33. Resilient workforce focus: Implementing strategies to cultivate resilience among employees, enhancing their ability to adapt to challenges.
  34. Role customisation techniques: Encouraging employees to tailor their job roles to align with their strengths, skills, and interests.


  1. Self-awareness: The understanding of one’s strengths, weaknesses, values, and emotions, contributing to effective communication and personal growth.
  2. Self-care: Engaging in activities prioritising personal health and well-being, ensuring employees maintain physical and mental health.
  3. Self-care techniques: Encouraging employees to engage in self-care practices that promote their overall physical and mental well-being.
  4. Sleep hygiene: The practices and routines contribute to healthy sleep patterns, enhancing cognitive functioning and overall energy levels.
  5. Social connections: Employees’ relationships and interactions with colleagues contribute to a supportive and inclusive work environment.
  6. Stress: A physiological and psychological response to pressure or demands, which can affect an individual’s well-being depends on its intensity and duration.
  7. Stress handling techniques: Equipping employees with methods to manage and cope with stressors in the workplace effectively.
  8. Stress management: The strategies and techniques to reduce and cope with workplace stressors preserve mental and physical well-being.
  9. Stress management methods: Techniques and strategies employees can employ to manage and alleviate workplace stress effectively, enhancing overall well-being.
  10. Stress reduction: Techniques and practices implemented to alleviate and manage stress, promoting overall well-being and resilience.
  11. Stress resilience: Developing the capacity to cope effectively with workplace stressors and challenges, bolstering mental and emotional strength.
  12. Supportive social networks: Creating platforms for employees to connect, share experiences, and provide mutual support.
  13. Talent management: The strategic processes of attracting, developing, and retaining skilled individuals to drive an organisation’s success
  14. Task distribution: The thoughtful allocation of tasks among employees ensures a balanced workload and prevents burnout.
  15. Task variety: The diversity of tasks and responsibilities within an employee’s role, contributing to engagement and motivation.
  16. Team bonding strategies: Organised activities and initiatives designed to strengthen relationships and cooperation among team members.
  17. Team building: Activities and strategies to improve team cohesion, communication, and member collaboration.
  18. Team dynamics: The interactions and relationships among team members affect collaboration, communication, and overall team performance.
  19. Team dynamics evaluation: Assessing team members’ interactions, communication, and collaboration to enhance group effectiveness.
  20. Team empowerment initiatives: Encouraging teams to take ownership of their work, collaborate effectively, and support one another.
  21. Team-building occasions: Organising events and activities that foster teamwork, collaboration, and positive colleague relationships.
  22. Time management: Actively allocating time to tasks and activities, ensuring consistency and productivity.
  23. Toxic work culture: An unhealthy and negative environment within an organisation, characterised by behaviours such as bullying, harassment, poor communication, and low morale, which can harm employees’ well-being and productivity. Often resulting in higher turnover rates and lower employee net promoter scores (eNPS) among previous, existing and future employees.


  1. Well-being: The overall state of health, happiness, and contentment that employees experience in the workplace, encompassing physical, mental, and emotional aspects.
  2. Well-being app: A digital application designed to provide resources, tools, and information to support and improve the well-being of users, often focusing on aspects like mental health, fitness, and stress management. Hey, that’s us – check out Kind Mind’s well-being app for the workplace!
  3. Well-being benefits package: Offering a comprehensive package of benefits that support employees’ physical, mental, and emotional well-being.
  4. Well-being bonuses: Providing financial incentives for employees actively participating in well-being activities and programs.
  5. Well-being challenges: Initiating contests or challenges that encourage employees to engage in healthy behaviours and well-being activities.
  6. Well-being coaching: Offering guidance and coaching to employees to enhance their overall well-being, including physical health, stress management, and personal growth.
  7. Well-being committees: Teams or groups dedicated to planning, implementing, and overseeing well-being initiatives within the organisation.
  8. Well-being communication channels: Establishing dedicated channels for employees to access information, resources, and support related to well-being.
  9. Well-being dashboards: Providing digital platforms where employees can access information, resources, and progress tracking related to their well-being.
  10. Well-being exhibitions: Organising events that showcase well-being resources, services, and activities available to employees.
  11. Well-being feedback surveys: Conduct surveys to gather employees’ insights and feedback on well-being programs and initiatives.
  12. Well-being initiatives: Organised efforts by organisations to promote employee health, happiness, and work-life balance through various programs and activities.
  13. Well-being policy: An organisational framework that outlines strategies, practices, and commitments to support and enhance the physical, mental, and emotional well-being of employees.
  14. Well-being technologies: Implementing digital tools and platforms that provide resources, information, and support for employees’ well-being.
  15. Wellness ambassadors: Designating employees as advocates and resources for well-being initiatives and activities.
  16. Wellness contests: Organising contests or competitions that motivate employees to engage in well-being activities and healthy behaviours.
  17. Wellness incentives: Providing rewards or benefits to employees who engage in well-being activities and programs.
  18. Wellness programs: Organised initiatives to promote employee well-being through fitness challenges, mental health workshops, and stress reduction activities.
  19. Wellness retreats: Organising retreats or workshops focused on well-being, self-care, and personal growth.
  20. Work autonomy: Employees’ degree of independence and decision-making authority in their roles contribute to a sense of ownership and job satisfaction.
  21. Work boundaries: Clearly defined limits between work-related tasks and personal life, contributing to better work-life balance and reduced burnout.
  22. Work challenges: Difficulties and obstacles encountered in the workplace require problem-solving, resilience, and adaptability.
  23. Work engagement: Employees’ enthusiasm and dedication toward their roles lead to higher productivity and job satisfaction.
  24. Work environment: The physical and psychological surroundings in which employees perform their tasks, influencing mood, concentration, and overall well-being.
  25. Work ethics: The principles and values that guide employees’ behaviour, decision-making, and professionalism in the workplace.
  26. Work expectations: The responsibilities, tasks, and performance standards employees must meet, influencing motivation and job satisfaction.
  27. Work motivation: The internal drive compels employees to invest effort and enthusiasm into their tasks, contributing to enhanced performance.
  28. Work purpose: The sense of meaning and significance employees derive from their roles, aligning with their values and contributing to job satisfaction.
  29. Work relationships: The connections and interactions between colleagues, supervisors, and subordinates impact collaboration, communication, and overall work atmosphere.
  30. Work satisfaction: The overall contentment employees feel in their roles, influenced by job fit, opportunities, and recognition.
  31. Work-life balance: The equilibrium between work-related responsibilities and personal life commitments, ensuring that employees have time for leisure, family, and self-care.
  32. Work-life demarcation: Creating clear boundaries between work-related tasks and personal life commitments to prevent overexertion and burnout.
  33. Work-life enhancement projects: Undertaking initiatives to improve work-life balance, including policies, resources, and programs.
  34. Work-life equilibrium: Striving for a harmonious balance between work-related responsibilities and personal life commitments, ensuring employees have time for relaxation and self-care.
  35. Work-life harmony emphasis: Encouraging a balanced integration of work and personal life to prevent burnout and enhance overall satisfaction.
  36. Work-life integration: The practice of seamlessly integrating work and personal responsibilities, fostering a more harmonious and flexible approach.
  37. Work-related fulfilment: Employees derive a sense of satisfaction and accomplishment from their contributions to their roles and the organisation.
  38. Workforce diversity promotion: Implementing strategies to cultivate diversity within the workforce, recognising the benefits of varied perspectives and backgrounds.
  39. Workload balance: The equilibrium between the volume of tasks and the resources available to complete them, promoting sustainable productivity.
  40. Workload management: The strategies and techniques to balance and prioritise tasks, preventing overwhelm and maintaining sustainable productivity levels.
  41. Workplace harmony: Mutual respect, collaboration, and positive interactions among colleagues and teams.
  42. Workplace morale: The collective mood and attitude of employees, influenced by factors such as teamwork, leadership, and job satisfaction.
  43. Workplace support: Resources, tools, and assistance organisations provide to help employees manage their tasks, challenges, and career development.
  44. Worthwhile: The perception of the value and significance of one’s work and life activities, contributing to overall life satisfaction and well-being.
Categories: Benchmarks

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