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Employee Wellbeing Program: Beyond the Yoga Week, 230+ Tools
2,933 students
Employee Wellbeing Program: Beyond the Yoga Week, 230+ Tools
Wellbeing week changed nothing? Build a workplace wellbeing program: benefits, culture, engagement, Gallup Q12, surveys
Last updated 10/2026
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What you'll learn
- Stop launching wellbeing as a week of webinars: take 230+ tools in 45 downloadable resources, lecture presentations plus working files
- Get our top working files: Wellbeing Level Check, personal energy assessment, employee opinion survey report sample, culture survey report sample
- Build the programme with a launch checklist and a business case template, with a case and an owner behind it
- Audit the conditions that produce stress and burnout: an energy assessment, an exhaustion questionnaire and a psychosocial risk assessment
- Choose benefits people actually want with an objectives worksheet, a competitor comparison and a cost matrix
- Describe the culture explicitly with a culture audit, discovery questions and a culture code template
- Run Gallup Q12 and turn the twelve elements into a manager action plan with a discussion guide
- Design a survey that produces analysable data: rating scales, a survey length checklist and a launch brief
- Write the report and the action plan with four report samples, a chart guide and a change monitoring checklist
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
14 sections • 40 lectures • 20h 9m 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
- Nothing to buy for the course itself: presentations and working files are attached to the lectures
- English at intermediate level or above, since all lessons are in English
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 and not as a change to how the company works. Here are 237 tools to build the second kind: 6 working files, 160 ready-to-use question lists, checklists, templates, procedures and matrices, 51 models and methods, and 20 services and apps shown on screen.
Open a lecture, take the tool, measure one thing before you launch anything.
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.
What changes after this course
You start with a diagnosis of the conditions and not with an event. Managers are trained to notice stress before it becomes a resignation. The benefits are the ones people want, and you can show what they return. The culture is described and does not cancel the programme silently. Engagement is measured and turned into a plan for each manager. And you have a report that keeps the programme funded.
What is inside: 237 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 45 downloadable resources: the lecture presentations plus 6 standalone working files (Wellbeing Level Check, personal energy assessment, three survey report samples and a presentation sample)
- 160 ready-to-use tools inside the presentations:
- 42 question lists and scripts: employee wellbeing values interview, wellbeing program evaluation, emotional exhaustion assessment, Gallup Q12
- 32 checklists: wellbeing change agent launch, workplace wellbeing nudges audit, stress and burnout warning signs, psychosocial risk factor identification
- 30 templates and sample documents: wellbeing business case presentation, psychosocial risk assessment table, psychosocial risk control action plan, strategic benefits package
- 30 step-by-step procedures and workflows: wellbeing culture audit, stress and mental health workshop, cafeteria benefits implementation, benefits strategy development
- 20 scorecards, rubrics and matrices: stress and burnout cost estimator, employee-value benefits selection matrix, benefits cost-effectiveness matrix, engagement and wellbeing matrix
- 6 other working tools: benefits objectives ranking worksheet, performance review feedback survey, employee experience survey, five dysfunctions team assessment
- 51 models and methods explained with examples: Total Rewards model, CliftonStrengths strengths assessment, autonomy, mastery and purpose, nudge theory
- 20 services and apps shown on screen, from a quick look to a detailed demo: Culture Amp, Microsoft Viva Glint, 15Five, PeopleForce, Bonusly, Google Forms, Microsoft Excel and others
Where the tools are
- Start here (1 tool). The Wellbeing Level Check.
- The model and the programme (2 sections, 44 tools). What wellbeing at work is, the business case, building, launching and improving the programme.
- Diagnosis (2 sections, 48 tools). Stress and burnout, auditing the conditions, research, manager training and reporting.
- Benefits (2 sections, 29 tools). Types of benefit, the business case, flexible packages, strategy and administration.
- Culture (2 sections, 21 tools). Building and describing culture, rituals, launch and the seven elements.
- Engagement (3 sections, 77 tools). Gallup Q12, the action plan, employee experience and work with people.
- Surveys (2 sections, 42 tools). Types, design, running a survey, the report and the action plan.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
When I first counted how much of their vacation people at the STB television channel actually used, the figure was about 30 to 35 percent. That is a catastrophe, and unused leave also becomes more expensive for the company over time. With active work on vacations we brought it to 95 percent and greatly reduced the accumulated unused leave. At the same channel I went to the management three times to get a massage room approved. On one of the last attempts I said that even a competitor already had one, and the answer was: well, if even they have it, let us try. Nothing convinces management like a comparison with competitors.
How to use the course
Start with the first lecture and its Wellbeing Level Check. Then follow the order in which a programme is built: model, diagnosis, benefits, culture, engagement, surveys. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 40 lectures across 14 sections, 20 hours
- 45 downloadable resources: lecture presentations and 6 working files
- 237 tools across the lessons, including 20 services and apps shown on screen
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Before you plan anything, open the first lecture and put your company on the Wellbeing Level Check. Then take one number you already have, vacation days used or sick days, and write it down as the starting point. In three months you will be able to say what changed. Enrol now and start your first lesson 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
- Benefits and reward specialists redesigning what the company actually offers
- Founders deciding what to offer beyond salary
- Anyone whose last wellbeing initiative was a week of webinars nobody attended