12 Ways unis are improving wellbeing in higher education

We all do better in our jobs when we feel better in ourselves. Wellbeing is such an important element of employee engagement, no matter the sector. In higher education, the stakes are particularly high — enhanced wellbeing can lead to greater staff retention, improved quality of education and increased overall productivity.

The long-term success of HEIs depends, in large part, on the health and wellbeing of the teams and individuals that drive it. Unfortunately, these same individuals don’t feel enough is being done in this area. Our benchmark data shows that only 55% of employees feel their HEI does enough to support their health and wellbeing — so how can HEIs improve wellbeing in higher education? 

With experience working alongside 75+ HEIs in the UK and beyond, we understand the unique challenges of the education sector. We’ve helped institutions identify key areas for development and implement meaningful, actionable steps to improve wellbeing.

Below, we outline 12 effective strategies that our HEI clients have implemented to improve wellbeing within their institutions.

Related: 5 Data-led strategies to improve employee morale in HE

1. Shared wellbeing resources in a centralised space

Making wellbeing resources easily accessible is a fundamental step many HEIs have taken. Centralising these resources — such as guides to mental health support, physical wellbeing initiatives and stress management tools — removes barriers to access and helps staff feel supported.

For instance, having a single portal where employees can find resources means they spend less time searching for assistance and more time focusing on their needs. In our experience, institutions that prioritise this strategy see an increase in staff awareness of available support, contributing to a more engaged, happier and healthier workforce.

2. Reviewed and introduced wellbeing-focused procedures

Any institution wanting to adapt to the evolving needs of their staff needs to carry out periodic reviews of wellbeing procedures. One of our clients took the effort to begin hosting team sessions dedicated to discussing wellbeing and sharing strategies for maintaining balance.

These sessions not only help identify gaps in current practices but also foster a culture of collaboration. They give staff the opportunity to voice their concerns and share effective coping mechanisms, leading to tangible improvements in their overall experience.

Related: 10 ways HEIs are proactively addressing reward and recognition

3. Regularly reviewed workloads

Overwhelming workloads are an undeniable stressor in higher education, especially for academic staff. Our data shows that only 55% of employees in the sector feel able to cope with their workloads comfortably. This figure is significantly lower for academics (43%) than it is for professional services staff (63%). All of this work can cause employees to work excessive hours, which may ultimately result in burnout and high levels of attrition. 

By regularly reviewing workloads, HEIs can ensure that employees are not overburdened and that resources are allocated effectively.

Workload reviews also provide insights into imbalances between teams or departments, allowing leadership to implement targeted interventions. As our higher education staff surveys have shown, institutions that actively monitor workloads report higher levels of wellbeing among their staff.

4. Supported flexible working arrangements

Flexible working is a game-changer for maintaining work-life balance, particularly in higher education where job demands vary widely. One of our HE clients found huge success in boosting wellbeing through simply accommodating flexible working arrangements — which goes a long way to relieving stress for academics. Our benchmark data shows that only 48% of academics feel they are able to strike the right balance between work and home life.

Flexibility allows employees to tailor their work schedules to their personal circumstances, reducing burnout and improving productivity. This approach benefits not only individuals but also teams as a whole, creating a more harmonious working environment.

5. Provided clear guidance on flexible working policies

Flexible working is great, but it’s not good enough to simply offer these options — institutions also need to clearly communicate them to staff. Some HEIs have introduced comprehensive guidance on flexible working policies, ensuring staff understand their options and the processes involved.

Institutions that took this step also invested in creating adequate spaces on campus for those who prefer hybrid or in-office work arrangements, further enhancing their support for diverse working preferences.

6. Established communication boundaries

Unregulated communication can lead to undue pressure and burnout, particularly when staff feel compelled to be available outside work hours. As one of our clients discovered, by setting clear communication boundaries and encouraging managers to model this behaviour, HEIs create an environment where employees feel comfortable prioritising their personal time.

This change not only reduces stress but also reinforces the importance of respecting work-life balance.

Related: How HEIs are improving communication at work

7. Introduced team planners to monitor workloads

Monitoring workloads at the team level is another effective strategy HEIs have implemented. By using team planners, managers can identify capacity issues and redistribute tasks where necessary.

This proactive approach ensures that no one is overwhelmed and that resources are used efficiently, promoting both fairness and wellbeing across teams.

8. Held regular team meetings for training needs

Regular team meetings are an opportunity to assess whether staff require additional training to manage their responsibilities effectively. Many HEIs have adopted this practice, enabling employees to build the skills they need to handle their workloads confidently.

This investment in professional development not only reduces stress but also boosts morale, as staff feels their growth is prioritised.

9. Conducted focus groups to address resource pressures

Focus groups are invaluable for understanding the pressures faced by staff, particularly those stemming from limited resources. HEIs that held such sessions were able to gather actionable insights and identify strategies to increase team capacity.

These measures, in turn, alleviated the strain on employees, creating a more sustainable working environment.

10. Provided guidance to line managers on workload support

Effective leadership is key when it comes to addressing high workloads. HEIs have taken steps to train line managers on how to support staff facing demanding schedules. This includes recognising signs of stress, offering practical solutions, and restructuring teams when necessary.

Such initiatives strengthen the relationship between staff and leadership, ultimately creating a more supportive and empathetic workplace culture.

11. Promoted open dialogue between staff and leadership

It’s not enough for leadership to be effective and to be present. They also need to be approachable. Alienation from senior leadership tends to be a recurring theme amongst HEIs, but we noticed that institutions that prioritised dialogue between staff and leadership created a sense of inclusion and trust. When employees feel their opinions are valued in decision-making processes, they are more likely to feel engaged and motivated.

This strategy has been particularly effective in identifying emerging issues before they escalate, allowing institutions to implement timely interventions.

12. Organised regular catch-ups to review changes

Change can be unsettling (and change management in higher education can be a real struggle), but regular catch-ups help mitigate its impact. Many HEIs now hold check-ins with staff to review how changes affect their workloads and wellbeing. These sessions provide an opportunity to offer additional support and make adjustments as needed.

Such practices not only improve the implementation of new initiatives but also demonstrate a commitment to continuous improvement in staff wellbeing.

Take action to improve wellbeing in higher education

Improving wellbeing in higher education is not a one-size-fits-all endeavour. It requires an ongoing commitment to listening, adapting and supporting staff at all levels. The actions outlined above represent tangible steps HEIs have taken to create healthier and more supportive working environments.

As providers of higher education staff surveys, we have seen firsthand how these strategies drive positive change. If you are interested in exploring how employee surveys can help improve the employee experience in your institution, please get in touch. Together, we can create a workplace where everyone thrives.