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Keep shoppingEmployee Wellbeing Program: Culture, Benefits, Metrics
2,756 students
Employee Wellbeing Program: Culture, Benefits, Metrics
employee wellbeing | workplace wellbeing program | employee engagement | gallup q12 | employee benefits | survey design
Last updated 9/2026
English
English [Auto],
What you'll learn
- Audit an organisation for the conditions that produce stress and burnout
- Build a wellbeing programme with a case, a budget and an owner
- Choose benefits people actually want, and prove the return on them
- Design a flexible benefits package instead of one-size-fits-all
- Describe a culture explicitly, and spot the one that cancels your programme
- Run Gallup Q12 and turn the twelve elements into a manager action plan
- Design a survey that produces analysable data rather than a mood reading
- Write the report and the action plan that keep the programme funded
- Learn alongside Mike's 1.6 million students from 185 countries
- Get the author's experience from Preply, Wargaming, iDeals and Alfa-Bank
Explore related topics
Course content
13 sections • 39 lectures • 19h 55m total length
Requirements
- Responsibility for the conditions people work under, or for the budget behind them
- No clinical or psychology background required. Nothing here is therapy
- Access to whatever survey or people data your organisation already collects
- English at intermediate level or above, since all lessons are in English
- Willingness to measure something before launching it
Description
This course contains the use of artificial intelligence.
Wellbeing programmes rarely fail for lack of budget. They fail because they were launched as a communications campaign rather than as a change to how the company works.
The version that does not work
A wellbeing week. A meditation app licence. An email about balance from someone senior. Three months later the numbers are identical, because the workload never changed, no manager was trained, and nothing was measured before or after, so nobody can even say whether it failed. I have approved exactly that programme and defended it for a quarter before admitting it had done nothing.
What this course actually covers
Six blocks, in the order a real programme gets built. First, the model: what wellbeing at work consists of, why the classical version stopped being enough, and how to prepare the ground and the business case before announcing anything. Second, diagnosis — auditing the conditions in your own organisation that produce stress and burnout, and training managers to notice them. Third, what you actually offer: the types of benefit, flexible packages, the return on investment argument, budgeting and administration. Fourth, culture, because a negative one cancels any programme silently and without a meeting. Fifth, engagement as the opposite pole, measured with Gallup Q12 and turned into a manager action plan. Sixth, six lessons on surveys: types, question design, scales, running them, the report, and the action plan that keeps the programme funded.
What this course is not
It is not therapy and it is not clinical advice. If you are personally in a difficult place, a professional is a better first step than any course. This material was recorded for people responsible for the conditions others work under, so it treats wellbeing as something an organisation designs, budgets and measures.
Who is teaching this
I am Mike Pritula. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.
What is included
Lifetime access to all 38 lessons
Active instructor support in the Q&A section
A Udemy Certificate of Completion
Working material: the burnout factor audit, the WorldatWork benefits model, the return on investment case, the eight-step culture model, Gallup Q12, survey design and the report structure
Real cases from Netflix, Buffer, Starbucks and Basecamp
Where to start
Find out two things before lesson one: what your company currently spends on wellbeing, and what it measured last time. If the second answer is nothing, the budget is being spent without any way of knowing whether it works. Enrol now and start today.
Who this course is for:
- Wellbeing and people specialists building a programme from nothing
- Managers whose team's engagement fell and who have to respond with something real
- Leaders asked to justify a wellbeing budget to a finance director
- Culture and internal communications people who own the rollout
- Benefits and reward specialists redesigning what the company actually offers
- Founders deciding what to offer beyond salary, with limited money
- Anyone whose last wellbeing initiative was a week of webinars nobody attended