Feel-good management in the workplace – a valuable tool or a fancy trend?

In the current age of high staff turnovers and skill shortage, companies have to adopt new strategies to maintain a competitive advantage in the war for talent. Topics such as employer branding, culture development and workplace wellbeing are becoming more and more important when it comes to retaining employees and attracting more qualified candidates. From a ROI perspective, fostering a positive work environment is worthwhile because happy and healthy employees deliver better results.

One of the major trends in recent years has been to use “feel-good management” as a valuable tool to shape company culture and ensure workplace wellbeing. While feel-good management has become especially common among startups, some sectors do not seem convinced by this new age strategy.

So what is feel-good management really about? And what steps can we take to keep employees’ productivity and motivation high?


In our fourth speaker series, we invited a panel of expert speakers to share their insights on the effectiveness of feel-good management, and how to maintain staff wellbeing in the workplace. For those of you who were unable to attend the speaker series, or simply would like a refresher – we summed up the most important points from the evening:


Moritz_Dubsmash.pngMoritz Gudermann, Head of HR at Dubsmash

On how to promote workplace wellbeing:

Wellbeing in the workplace begins with culture. Employees should fit in with the team and the culture of the company, so personalities and goals are aligned right from the beginning. In startups, role models are important in establishing culture and wellbeing. Constant feedback and communication of problems can help management improve what is necessary, and allow employees to achieve their own goals within the company. Ultimately, workplace wellbeing is about making sure you know what your employees want and providing all employees with equal opportunities to grow within the company.

On measuring the effects of health promotion in the workplace:

Aside from constant feedback and continuous communication, Moritz asks employees for their opinions in how health promotion should be managed and where the company can improve. He also utilizes a happiness index to measure employee satisfaction in the workplace. The effects of feel-good management speaks for itself when we look at employee turnover, as less than a handful of people have left the company in the last few years.

Carol_Ariana.pngDr. Carol Wildhagen, CEO & Co-Founder of Ariana

On the importance of workplace health for companies:

As a provider of a workplace health solution, Carol provides an alternative perspective to the topic. She believes that wellbeing in the workplace is important for many reasons, with the most important being increased staff productivity. Lowered stress levels mean employees get sick less, and increased happiness mean employees are more present and motivated at work. Companies have to invest in health promotion to create an atmosphere where every employee can perform and be as best as he/she can. In the current war for talent, providing benefits for your employees is what will help you attain and retain the best people. Thus, from both a financial perspective and a talent retention perspective, workplace wellbeing should be an extremely important focus for companies.

Julie_Lesara_final.pngJulie Görgen, Head of People & Culture at Lesara

On how much involvement from the company is appropriate:

Companies should provide opportunities to promote wellbeing, and give employees the freedom to decide on their own if they want to participate or not. Julie does not only make benefits available, but also accessible. Keep in mind to include different types of opportunities to cater to different interests, whether it’s food, drinks, goodies, events or development opportunities. Be flexible and be constant. From day one, employees should know what the company culture is; and culture should continue to grow and adapt with every employee with no stagnation.

On where and how companies can start when implementing a health-oriented culture:

When Julie first started implementing workplace wellbeing strategies, Lesara was only 5 people. Start with the small things, because small things can sometimes make a big impact. Everything from opening windows for fresh air, providing ginger tea during flu season, and generally talking with and providing feedback to employees can all make a big difference in improving employee wellbeing. As companies grow and budgets enlarge accordingly, you can implement more ideas. However, to start – do the things that are realistic and manageable. And be persistent with management if you believe an idea can provide big benefits.


Once again, we would like to thank all three speakers for their expert advice and insight. We look forward to seeing more of you at our next Speaker Series event. Don’t forget to follow us on Facebook and Twitter if you would like to get updates on those future events.

Until next time!

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