Wellbeing at work: The key to happy, productive teams

Kerrie Smedley, Proposition Manager for Wellbeing at Aviva, highlights how wellbeing services give advisers a powerful way to support clients in protecting and enhancing their people’s wellbeing, while also helping employers build positive and productive workplace cultures where employees feel valued and able to thrive.

Published: 19 Feb 2026 5 mins read

A positive work environment isn’t just a buzzword. It’s the spark that lifts morale, fuels productivity, and inspires new ideas. When employees feel valued and supported, they bring their best selves to work. That benefits the business and, by extension, strengthens the value advisers bring when recommending holistic protection solutions.

How advisers can position wellbeing services

Creating a workplace where people want to show up, participate, and contribute doesn’t happen by accident. Advisers are well placed to support employers in achieving this by highlighting the practical steps, and wellbeing support, that can make a meaningful difference.

By introducing these services as part of a broader Group Protection conversation, advisers can demonstrate added value, helping clients support their teams’ mental, physical, and financial wellbeing.

Why positivity at work matters

When you get the culture right, everything else follows. By encouraging healthier habits and promoting small shifts in attitudes and behaviours, employers can help people make informed, balanced, and positive lifestyle choices.

A positive environment can lead to:

Higher morale — people feel recognised and appreciated, leading to stronger engagement.
Improved productivity — healthy, motivated teams get more done.
More innovation — when people feel safe and supported, they’re more likely to share ideas and experiment.
Reduced absenteeism. Teams who have support to manage stresses and life challenges are less likely to need time off.

It’s not just about feeling good, it’s about creating a workplace where everyone can do their best work. These outcomes matter to employers, and advisers can play a key role in helping them get there.

There’s a balance to strike.

How wellbeing services help prevent toxic positivity

How wellbeing services help prevent toxic positivity

While positivity is valuable, there’s a balance to strike. Employers may sometimes feel pressure to maintain a constantly upbeat culture, which can slip into toxic positivity, the idea that people should always look on the bright side, no matter what.

This can have unintended consequences. If positivity feels forced, employees may feel unheard or hesitant to express real challenges.

Wellbeing services aren’t just about stepping in when things go wrong. They support a culture where it’s okay to ask for help, talk about stress, or acknowledge when things are difficult.

Wellbeing support can help by:

Providing mental health support — offering safe, confidential spaces for people to talk without judgement.
Promoting physical health — giving individuals resources to look after their bodies and maintain energy levels.
Supporting financial wellbeing — easing worries that can otherwise distract and overwhelm.

By framing these services as practical, realistic support rather than morale-boosting “extras,” advisers can help employers build cultures rooted in authenticity and trust.

Practical ways advisers can guide employers
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Recognise achievements and acknowledge challenges. A culture built on genuine appreciation helps people stay motivated. Advisers can encourage employers to celebrate wins, but also acknowledge when times are tough.
Give people opportunities to grow, and the tools to manage the pressures that come with it. Wellbeing services such as resilience training or one-to-one support can help people manage stress while developing new skills and taking on challenges.
Encourage teamwork, encourage honest conversations. Workshops on mental health or resilience can help teams connect on a deeper level. Advisers can position these as valuable tools for building understanding and trust.

Simple steps to get started

To help employers embed effective wellbeing support, advisers can recommend:

Regular promotion of wellbeing services — ensure clients know what’s available and how to access it.
Leadership role-modelling — when managers engage with wellbeing tools, others are more likely to follow.
Integrating wellbeing into people strategies — linking it with recognition, development, and wider cultural goals.
Reviewing and adapting approaches — encouraging employers to gather feedback and refine their support.

The bottom line

A positive workplace isn’t created through perks or tick‑box initiatives. It’s built through a culture where people feel valued, supported, and able to do their best work.

It’s important to recognise that wellbeing services across the protection market aren’t standalone products, they’re non‑contractual, added‑value benefits designed to complement and strengthen a business’s wider culture of support.

By positioning wellbeing services as part of a broader support package, advisers can help clients lift morale, boost productivity and unlock innovation, ultimately strengthening the performance of their business.

And when advisers bring this insight to the table, they reinforce their role as trusted partners who understand both protection and people.