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10 steps to better wellbeing at work

How to strengthen workplace wellbeing

Mental wellbeing

Stress, burnout and poor wellbeing are affecting a growing number of Danes across all age groups. This has human consequences but is also a business-critical challenge for you as an organisation.

Here are ten practical steps for managers to help prevent stress and actively work with mental wellbeing.

Stress and mental health conditions are more prevalent than ever. Previously, this was particularly evident among young women, but new data from the Danish National Health Profile (Den Nationale Sundhedsprofil) show that it's increasingly affecting all age groups. More than one in three Danes now report feeling stressed.  

”Seeing such a significant rise across all age groups is a major challenge for businesses. It clearly shows that we’ve created a world that we’re simply not able to cope with. Physical wear and tear no longer pose the biggest problem – mental strain does,” says Julie Engelund Sander, Health Director at Velliv, and she continues:  

”There are so many demands of what we’re expected to cope with, and the pace is ever increasing. It’s clear that people are feeling the strain. We see this reflected among our customers, who most often contact us due to mental health conditions rather than physical issues.” 

The development doesn’t just pose a challenge for the individual – but for society as a whole and businesses as well. Poor mental wellbeing increases the risk of both short- and long-term sickness absence as well as reduced productivity, which can be costly in the long term.  

Therefore, fostering better wellbeing among employees should be top priority for employers.  

Companies neither can nor should control what employees do in their personal lives. However, we see that organisations where managers are trained to regularly monitor wellbeing and respond early have lower levels of sickness absence – regardless of whether the underlying cause of poor wellbeing is primarily personal or work-related.

Julie Engelund Sander

Health Director at Velliv

Julie Engelund Sander, Director of Health in Velliv

That’s why, as a leader, it’s important to pay attention to whether your employees are moving at too fast a pace, lack clear structures or show signs of poor wellbeing. This shouldn't be a project owned by the HR department alone – it's very much a leadership responsibility, says Julie Engelund Sander. 


Below, you'll find a practical guide on how managers can help improve wellbeing. It’s important to remember that you cannot work on all areas at once, but you can use these points as inspiration for how to create better conditions for your employees.

10 practical steps for managers

  1. Make it acceptable to talk about workload

    • Build a culture of trust, respect and psychological safety.

    • Make it acceptable to talk openly about workload, priorities and pressures – even before problems escalate. 

  2. Lack of clarity is a significant source of stress 

    • Create clear frameworks and be transparent about expectations .
    • Define goals, roles and succes criteria clearly. 
    • Follow up on ongoing basis, so employees know whether they're focusing on the right priorities - and aren't left guessing. 
    • Make sure workloads are realistic and adjust when tasks or circumstances change.

  3. Influence fosters wellbeing

    • Involve employees in decisions that affect their work. 
    • Actively use their professional expertise – this increases both quality and the sense of ownership. 

  4. Good leadership can reduce poor wellbeing

    • Train managers to recognise early signs of stress and burnout.
    • Create organisational structures that give managers the time and mandate to actually lead – not just manage. 

  5. Strengthen social relations at work

    • Support collaboration across teams and functions. 
    • Create space for knowledge sharing and feedback. 
    • Recognise and celebrate results – including ongoing efforts, not just the extraordinary ones. 

  6. Use data to identify where action is needed

    • Actively use workplace assessments, wellbeing surveys and dialogue meetings. 
    • Translate insights into concrete initiatives and follow up – otherwise the assessments will lose credibility. 

  7. Offer flexibility that reflects different stages of life

    • Allow for flexible hours, remote work and temporary adjustments. 
    • Acknowledge that employees' needs change over time – without having this to come at the expense of performance. 

  8. Ensure healthy physical working conditions

    • Prioritise ergonomics, lighting, acoustics and indoor climate.
    • Make movement an easy choice – e.g. through walk‑and‑talk meetings and active breaks. 

  9. Support everyday mental and physical health

    • Encourage breaks, recovery and variation throughout the working day. 
    • Make healthy choices easy – e.g. through canteen offerings, meeting structures and work processes.  
    • Consider smoke-free working hours and similar framework-setting initiatives.

  10. Create a culture where mistakes are used constructively

    • View mistakes as part of learning and development – not as a control issue.
    • Create safe environments where employees feel confident about speaking up, challenging ideas and trying new approaches.

  • Do you need guidance on wellbeing and health?

    If your company could benefit from professional advice or support regarding employee wellbeing, please reach out to our

    Corporate health team