Organizational success starts with the people who make it possible. When employees are healthy, supported, and engaged, they’re better equipped to collaborate, innovate, and perform at their best. 

Increasingly, workers recognize this too: research shows that most employees would rather work for an employer that prioritizes their well-being than receive a 10% pay raise. The message is clear—investing in employee well-being isn’t just the right thing to do; it’s a competitive advantage that drives stronger performance and better business outcomes, says Alexandra Powell, director of insights at Reward Gateway. 

Powell spoke about how employers can maintain a human workplace in the midst of change during a thought leadership spotlight at From Day One’s Manhattan conference. “In the midst of change and uncertainty, your people make all the difference,” she said.

Employees Want Employers to Care About Their Well-Being

“What we love to do is play in the space of how do you create an employee value proposition that’s going to get and keep top talent and what is it people are looking for?” she said.

The answer lies in recent survey data that highlights a significant shift in employee priorities. According to research done by Reward Gateway, 58% of U.S. employees across industries said that working for a company that cares about their well-being is more valuable than receiving a 10% raise. That’s a notable increase from 44% in 2023, suggesting that employees are placing greater emphasis on workplace culture and support than on pay increases alone.

There were other sentiments offered as well that seemed to be more important to employees than a 10% raise. “Ability to learn and grow, great relationship with my manager, and consistent, frequent praise,” said Powell.

“We’ve also found that one of the most interesting differentiators in the data over the past few years is where people work,” Powell said. Among fully remote employees, 54% said a company that cares about their well-being is more valuable than a 10% raise, slightly below the overall average. That figure rises to 59% for fully onsite workers. Hybrid employees reported the highest levels, with 57% of those who spend fewer than two days a week in the office and 63% of those in the office three or more days a week saying they value an employer that prioritizes employee well-being over a 10% raise.

How to Promote Workplace Wellness

Whether an employee feels their employer cares about their well-being majorly impacts turnover and retention, says Powell. In fact, 1 in 5 workers say they are leaving if the company doesn’t care about their well-being, she says. 

So, how can employers let their team members know they matter to them? “Employee resource groups, pulse surveys, lots of things we can do to let people know that they matter to us and make it visible,” said Powell.

Powell pointed to her company’s response during Covid as an example of making employee support more accessible. Her team created a centralized hub of benefits information that answered common questions, allowing employees to find resources on their own without having to contact HR or their managers.

She also emphasized that employers should make their commitment to well-being visible. That can include initiatives like Wellness Wednesdays, expanded counseling services, wellness care packages, or well-being challenges with prizes. 

Why Recognition Is Essential to Employee Well-Being

“Recognition is a powerful way to support well-being, so we combined the two over the years,” she said. “We do campaigns to recognize well-being and the first one we did was super powerful, as it was to recognize your manager that supports your well-being. I love this, because it’s getting stories told across the organization.” 

Another recognition initiative the company runs during Mental Health Awareness Month encourages employees to thank colleagues who support their well-being. Appreciation cards are available with the message: “Thanks for all you do to support my mental health.”

“These recognition campaigns are something we can do to make sure people feel valued and seen, but also reinforce what’s already working [in the realm] of well-being,” said Powell.

Editor’s note: From Day One thanks our partner, Reward Gateway, for sponsoring this thought leadership spotlight. 

Kristen Kwiatkowski is a professional freelance writer covering a wide array of industries, with a focus on food and beverage and business. Her work has been featured in the Bucks County Herald, Eater Philly, Edible Lehigh Valley, Cider Culture, and The Town Dish.

(Photos by Josh Larson for From Day One)