Workplace wellbeing is no longer a “nice to have.” It’s an essential part of running a successful business. The Wellbeing Advantage webinar, hosted by Paul Talbot-Smith and Aidan Talijancich from Simplafy, brought this into sharp focus.
Joined by industry experts Marny Lishman, Tim Lawler, and Aidan, the discussion explored how wellbeing is evolving, why it’s a strategic advantage, and how businesses can integrate it into their culture.
As a business leader, I found this conversation particularly relevant—not just for employee welfare but for long-term business success. Here are my key takeaways from the session.
- Wellbeing drives business success – It boosts performance, engagement, and retention.
- OHS is now about culture – Addressing psychosocial risks is a legal and strategic priority.
- Be proactive, not reactive – Listen to employees, embed wellbeing in culture, and track key metrics.
- Tech should empower, not monitor – Trust and privacy are essential for adoption.
- Wellbeing is an outcome – Focus on high-impact actions, not making everyone happy.
- Measure the impact: Try Simplafy’s ROI Calculator.
Wellbeing is Now a Business Imperative
We’ve reached a point where wellbeing isn’t just about compliance—it’s about actually caring about your team and the benefit is this will have a direct impact on the performance, engagement, and competitive advantage you have as an organisation.
The modern workplace is under more pressure than ever, and expectations from employees are shifting.
Marny Lishman, an experienced psychologist, author and media commentator, pointed out that poor wellbeing is costing businesses significantly—from absenteeism to disengagement and turnover. The business case is clear: investing in employee wellbeing leads to higher retention, better productivity, and ultimately, stronger financial performance.
The pandemic forced many people to reflect on their lives and careers. As Marny put it, “life prior was almost unbearable” for many employees. Now, they want workplaces that prioritise flexibility, balance, and support.
OHS is Shifting from Compliance to Culture
Workplace health and safety (WHS) has traditionally been focused on compliance. However, as Tim Lawler (who has extensive experience in WHS for the mining and aviation industries) explained, this is changing. Businesses now have a legal obligation to address psychosocial risks—things like burnout, unfair treatment, and lack of support from leadership.
Tim outlined four reasons why businesses should take this seriously:
- Communication – Actively talking to employees about wellbeing builds trust.
- Productivity – Studies show that happy, supported employees perform better.
- Risk Management – Proactively addressing issues reduces downtime and legal risks.
- It’s Now a Legal Requirement – Regulations are tightening, and businesses must act.
One of the key takeaways from this session was the need to shift from a reactive approach to a proactive one. Waiting until employees hit burnout before offering support isn’t good enough.
A Shift from Reactive to Proactive Wellbeing
Workplace stress and burnout have become the norm rather than the exception. Employees are feeling increasingly overwhelmed, exhausted, and unfocused, with the lines between work and personal life becoming ever more blurred. As a result, businesses are often stuck in a reactive cycle, addressing issues only when they become major problems.
To break this cycle, organisations need to embed wellbeing into their culture—not as an afterthought, but as a proactive strategy that supports both employees and business growth.
This pandemic hangover has left many businesses stuck in a reactive cycle—dealing with problems after they happen rather than preventing them.
Instead, businesses need to integrate wellbeing into daily operations and culture. Here’s how:
- Listen to Employees: Wellbeing isn’t a one-size-fits-all solution. Giving employees a voice helps identify what they actually need.
- Make Wellbeing Part of the Culture: It shouldn’t be an occasional HR initiative—it needs to be embedded in leadership, processes, and communication.
- Use Data to Measure Wellbeing: Metrics matter. Tracking engagement, stress levels, and workplace satisfaction helps businesses see what’s working and what’s not.
This shift doesn’t just help employees—it strengthens the business itself. A workplace that supports people properly sees higher engagement, better performance, and stronger loyalty.
Technology Can Enhance or Undermine Wellbeing
Technology plays a growing role in workplace wellbeing. But as the speakers noted, it must be used the right way.
Digital Wellbeing tools can help businesses track wellbeing, offer support, and reduce stress—but only if employees trust them. Privacy and transparency are critical. If people believe their data is being used against them, uptake will be low (just like the low engagement seen with traditional Employee Assistance Programs).
The key takeaway? Technology should empower employees, not monitor them. When implemented with clear benefits, it can be a game-changer.
Final Thoughts: Wellbeing is an Outcome, Not Just an Input
One of the standout insights from this webinar was the idea that wellbeing isn’t just another initiative—it’s the outcome of how a business operates.
As Tim Lawler put it:
“Stop trying to make everyone happy—you won’t. Instead, focus on what you can do that will have a significant impact.”
For me, this discussion reinforced something I’ve always believed—business success and people’s wellbeing are deeply connected. When businesses take care of their people, they build stronger, more resilient teams. And when employees feel supported, they contribute their best work.
A massive thank you to Paul Talbot-Smith and the team at Simplafy for running this session, and to Marny, Tim, and Aidan for their valuable insights. This conversation is just the beginning—every business leader should be asking:
How can we make wellbeing a core part of our culture?
Investing in workplace wellbeing isn’t just the right thing to do—it’s a smart business move.
Want to see the impact for yourself?
Use Simplafy’s ROI Calculator to measure how employee wellbeing can drive productivity, retention, and financial performance in your business.
Try it now: Wellbeing Calculator to Assess Your Potential Savings
