How International Companies Can Brew a Culture of Well-Being
Weekend mornings offer a perfect moment to slow down and reflect – and what better way to do that than with a hot cup of tea or coffee in hand? Whether you’re a lifelong tea drinker or a caffeine-fueled coffee fan, the ritual of brewing your favourite drink is about more than just the beverage. It’s a pause, a grounding moment, and a small act of care. That same principle applies to how we think about employee well-being.
For organisations that employ expatriates, fostering a culture of well-being isn’t just a nice-to-have – it’s essential for attracting and retaining great people, supporting productivity, and maintaining long-term organisational sustainability. But here’s the good news: it doesn’t always require a major new initiative. In fact, the ingredients might already be sitting on the shelf.
Just like brewing the perfect cup, creating a culture of well-being takes the right blend, timing, and consistency.
☕Start with what you already have Many employers already offer robust international health insurance plans, often with a range of underused value-added services bundled in: mental health counselling, wellness platforms, nutrition coaching, and access to 24/7 virtual healthcare. These aren’t just emergency resources – they can be part of daily employee support.
Instead of launching standalone wellness programs from scratch, companies can focus on better communication, access, and integration of these existing resources into the day-to-day employee experience.
☕Steep slowly, serve consistently Well-being doesn’t happen overnight. It takes time and visible leadership support. When leaders model healthy boundaries, promote work-life balance, and talk openly about the importance of mental health, it sends a powerful message.
Regular team check-ins, policies that respect time zones and rest, and encouraging the use of mental health and wellness resources can make a real difference. Like a good brew, consistency matters more than intensity.
☕Blend employee feedback into the mix Ask your expat employees what they actually need. You might find that the biggest barriers to well-being are cultural or procedural, not financial. Small shifts – like clarifying medical claims processes, reducing unnecessary calls, or offering more flexible work arrangements – can go a long way.
Supporting well-being is not just about fitness incentives and wellness webinars – it’s about making people feel heard, respected, and supported in their environment.
☕Pour it into something lasting Finally, bake well-being into your organisational operations. That might mean assigning a well-being lead within HR, tracking engagement with insurer-provided services, or making employee well-being a regular discussion item in leadership meetings.
The best cultures of well-being aren’t performative. They’re brewed slowly, shared generously, and sustained over time.
So whatever you’re sipping this weekend, take a moment to check in with yourself and your team. What kind of culture are you brewing?
Michael Pennington, Customer Experience Director, One World Cover – [email protected]
