Some weeks glide; others drag, life is never just one note – especially at work. We all carry things we don’t always talk about: a quiet worry, a rough patch at home, or just one of those flat days. R U OK?Day (Thursday 11 September) was a timely reminder to pause and check in, but it’s also a launch pad to ask bigger questions about the cultures we’re building at work.
Beyond a just a day: a cultural shift
R U OK? is more than a question. It’s a national suicide prevention charity and public health promotion that helps build the motivation, confidence and skills of everyday help-givers – the friends, family members and colleagues who can notice changes, start a conversation, and connect someone to support well before crisis.
That’s an essential safety net. But it also points to something larger: the need to make wellbeing part of the way we work every day, not just one day in September.
Imagine a culture where it’s safe to admit when you’re not travelling well, where leaders genuinely listen, and where teammates know a check-in isn’t an interruption but part of the job.
And truth that needs to be acknowledged is that culture isn’t created in glossy values statements or annual wellbeing programs:
- Do we ask how someone is and mean it – leaving space for an honest answer?
- Do leaders admit when they’re struggling, or is vulnerability off-limits?
- Do we see wellbeing as “extra”, or as part of what makes great work possible?
The quiet cost of “we’re busy”
We spend such a huge chunk of our lives at work. So to then pretend that people can neatly separate their personal ups and downs from their professional lives is a bit of a cultural blind spot. A colleague might be juggling financial stress, a health issue, or caring responsibilities. They might look “fine” on the surface, but inside they’re stretched.
But…we also don’t mean to overlook each other. We know that firsthand too, having closely worked with numerous organisations of all levels and industries. Most workplaces are full of good people who care. But under the constant hum of deadlines, meetings and targets, it’s easy for genuine check-ins to get lost. “How are you?” becomes a passing pleasantry. Cameras stay off in online meetings. The colleague who normally has a spark goes quiet, and nobody follows up because we’re “too busy.”
Here’s the part many organisations don’t see soon enough: so many workplace and business struggles are really culture and wellbeing struggles in disguise. As consultants, we see it first-hand, over and over.
- “Productivity issues” that turn out to be psychological safety issues: people don’t raise risks early because it doesn’t feel safe.
- “Change resistance” that’s actually change fatigue: humans running on empty.
- “Poor collaboration” that’s really low trust: teams protecting themselves because past vulnerability got burned.
- “Quality problems” that are focus problems: brains can’t do deep work when they’re stressed or not okay.
- “Attrition” framed as market churn: when exit interviews tell a culture story: lack of care, clarity, or belonging.
When you reframe the issues and you repair the culture, restore safety, connection, and meaningful check-ins, you’ll often find that those “business issues” start to shift. It’s not because you added perks, but because you addressed the human foundations the work stands on.
Everyday actions
So how do we stop wellbeing from slipping into the backseat? A few simple shifts can make it part of everyday culture:
- Model it from the top: leaders who are honest about their own challenges signal that it’s safe for others to do the same.
- Value small interactions: culture is built in the “micro-moments”, the pause after “How are you really?”, the follow-up message, the coffee chat.
- See wellbeing as core, not extra. It’s not a distraction from productivity; it’s what sustains it. Teams that feel cared for perform better.
- Normalise check-ins: Make “Are you OK?” part of team life – natural, not forced.
The invitation
R U OK?Day gives us an annual prompt. But the deeper invitation is to look at the culture we’re building the rest of the year. Are we making space for people to bring their whole selves to work? Are we listening beyond the polite answers? Are we helping one another find the right support early?
Culture isn’t built in a day – it’s built moment by moment, through the choices each of us makes to notice, to ask, to listen and to care.
And it’s important to remember that in the end, work is more than tasks and targets, it’s people. And people thrive when wellbeing isn’t in the backseat, but riding right alongside the work we do every day.
At the heart of every successful workplace is a culture of respect, inclusion, and proactive support. That’s why our consultants and lawyers bring years of expertise in crafting comprehensive workplace policies that go beyond compliance – they’re tailored to foster equality, prevent discrimination, and promote wellbeing.
We work closely with employees and managers to help them understand their responsibilities and options in creating inclusive and respectful environments. From developing policies that align with legal and modern award obligations to addressing critical areas like confidentiality and disciplinary procedures, our guidance ensures your workplace is both compliant and forward-thinking.
We also offer engaging training sessions designed to refresh your understanding of fair treatment at work. These sessions feature real-life scenarios and case studies presented by experienced professionals, making them both practical and impactful. Whether you’re looking to establish new policies or enhance your team’s understanding, we’re here to support you every step of the way.
For a quick, no-obligation consultation about how we can help your business with this matter, call Workplace Wizards today on 03 9087 6949 today or email at support@workplacewizards.com.au. Our team of Melbourne based employment contract lawyers and consultants can answer your queries, and discuss what actions your business could be taking.
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