Wellbeing isn’t a buzzword. For small and medium-sized enterprises (SMEs), it’s a strategic advantage. When people feel supported, balanced and valued, they show up more engaged, more productive and more loyal. That’s not just good for culture – it’s good for business.
According to Great Place to Work UK, fewer than 55% of workers feel they have high wellbeing at work. Yet organisations that prioritise employee wellbeing see stronger engagement, lower absenteeism and greater loyalty – all essential drivers of long-term performance and sustainability.
For SMEs, where each individual plays a crucial role, creating the conditions for people to thrive is not a luxury. It’s a necessity. It supports agility, reduces risk and builds teams that want to go the extra mile. And you don’t need a big budget to make a real impact.
At Chubb Fire & Security, we believe that when our people thrive, our business thrives. That belief underpins our four-pillar wellness framework: Move, Munch, Money and Mind – a practical, people-first model that any organisation can learn from, no matter its size.
Wellbeing That Works
Chubb’s wellness programme “Move, Munch, Money and Mind” is intentionally simple because simplicity encourages action. The four pillars were designed to address the real pressures employees face – physical, nutritional, financial and emotional – and to give them tools they can use both in and outside of work.
- Move promotes physical activity and energised routines. From access to gym discounts to step challenges and stretch breaks, the focus is on making movement part of daily life.
- Munch supports healthy eating with recipe ideas, food inspiration and discounts on nutritious snacks. It’s about fuelling the workday – and life beyond it – with better choices.
- Money addresses the rising stress many feel around finances. It offers budgeting tools, financial wellbeing content, mortgage advice and a platform for smart spending.
- Mind recognises the importance of mental health and emotional resilience. Chubb provides access to mindfulness apps, trained Mental Aid First Aiders, an employee assistance programme, and a growing library of resources – from podcasts to guided meditations.
Together, these four pillars are more than a wellness scheme – they are a way of working. They reflect Chubb’s wider commitment to building a culture where people are empowered to bring their best selves to work.
The Business Case for Wellness
There’s growing evidence that wellbeing is a direct contributor to business outcomes. A 2024 study by the University of Oxford found a strong correlation between employee wellbeing and firm profitability – suggesting that happier employees don’t just stay longer, they perform better.
Meanwhile, the Centre for Economics and Business Research (CEBR) recently estimated that long-term sickness absence cost UK SMEs £32.7 billion in 2023. The link between wellbeing and absence is well established. Simply put, healthier teams show up more – and when they’re at work, they’re more effective.
In smaller businesses, the impact of each person’s performance is magnified. That makes wellbeing not just a moral imperative, but a commercial one too.
Wellbeing on an SME Budget
You don’t need a specialist HR team or formal wellness department to make a difference. Many of the most effective steps are simple, low-cost and high-impact. Here are four things SMEs can do now:
Start Small and Keep It Real
Begin with manageable ideas – a 15-minute “walk and talk” meeting, a weekly fruit basket, or access to online financial tips. These show employees that their wellbeing matters – not just as a policy, but in practice.
Make It Part of Everyday Culture
Wellbeing works best when it’s modelled, not mandated. Encourage managers to check-in on how people are doing, not just what they’re doing. Consider starting meetings with a quick “energy level” update – a small act that builds trust and signals care.
Ask, Don’t Assume
Every team, and every person, is different. Where some people are happy speaking openly, others may find it more challenging – particularly in larger groups. Use anonymous surveys or informal conversations to understand what matters most to your people – and let them help shape the approach.
Link It to Business Outcomes
Share how wellbeing links to performance. For example, after introducing wellness check-ins, one Chubb team reported a measurable drop in sick leave and a noticeable rise in morale. When employees can see the connection, participation grows.
Practical tip: Build “wellbeing moments” into each month – one small action tied to Move, Munch, Money or Mind. Over time, these small steps shape lasting change.
Wellbeing Builds Belonging and Loyalty
Creating a culture of wellness also deepens connection and retention. People who feel cared for are more likely to care back. They’re more engaged, more willing to go above and beyond, and less likely to look elsewhere.
At Chubb, our wellness approach supports a sense of shared responsibility – and shared success. Whether it’s a team celebrating a step challenge win, an employee sharing a budgeting tip, or someone seeking support through our Mental Aid First Aiders, these moments contribute to a culture of trust.
For SMEs, that kind of environment pays dividends. It helps attract the right talent, hold onto them for longer, and get the best from people every day.
The Bottom Line
Wellbeing isn’t about perks or posters. It’s about building a workplace where people can genuinely thrive. For SMEs, that means moving beyond reactive support and embedding wellness into the way you lead, listen and grow.
Chubb’s Move, Munch, Money and Mind framework is one model – but the message is universal: when you prioritise your people’s wellbeing, they prioritise your business in return.
Because healthy, supported teams don’t just feel better – they perform better. And that’s a win for everyone.
Read more:
How SME Success Starts with Employee Wellbeing