Quality of life and corporate wellbeing

Winning company of the Wellbeing Awards 2022 bets on a business culture that guarantees the comfort of employees from recruitment. Xerox Portugal is the winner of the Wellbeing Awards 2022 in the category of companies with up to 250 employees for promoting quality of life and corporate well-being. Among the strategies adopted by the award-winning company is the constant reception and support of employees from the recruitment process. In addition to the awards, the measures adopted by Xerox Portugal also help to avoid quiet quitting, since happy employees are more motivated and committed, according to a recent study by the Harvard Business Review.

This OER aims to disclose a best practice focused on trust in corporate culture. According to the article, 

Research indicates that trust in the corporate culture is a way to balance the focus on results and the well-being of teams by both parties assuming a mutual commitment. That is, if employees trust the leaders, the expectation is that their balance and well-being will be assured and therefore the delivery of the expected results will happen naturally.

Xerox Portugal adopted a series of measures, such as education and training programs with the theme of mental health, psychological and financial support extended to the families of employees. Employees also have curative medicine consultations in the office or online, extended family health insurance 100% paid by Xerox, workplace gymnastics and time management training. In addition, the company offers incentives for parenting with the attribution of a bonus for each child born or adopted and a subsidy for their studies up to the age of 24. Those who work at Xerox Portugal also benefit from a flexible schedule program and even have the possibility of extra vacation days.

Building trust in corporate culture is an ongoing process that requires HR managers’ commitment and dedication. By cultivating a supportive and caring environment, employees will feel valued and motivated, leading to increased well-being and enhanced overall performance. You can follow these steps: 

Step 1: Assess and understand employee needs

Conduct a comprehensive survey or interviews with employees to gauge their needs, concerns, and expectations related to work-life balance, mental health, and well-being.

Analyse the findings to identify areas where trust can be enhanced, and employees’ work-life balance and well-being can be better supported.

Step 2: Implement trust-building measures 

Design and implement education and training programs focused on mental health and well-being. Provide resources and support for employees to manage stress and maintain a healthy work-life balance.

Extend psychological and financial support to employees and their families, emphasising the company’s commitment to their overall well-being.

Offer workplace gymnastics and time management training to foster physical health and productivity among employees.

Provide extended family health insurance fully paid by the company to alleviate financial burdens related to healthcare.

Establish incentives for parenting, such as bonuses for each child born or adopted, and subsidies for their studies up to the age of 24, demonstrating support for employees as they navigate parenthood.

Implement a flexible schedule program to allow employees to balance their personal and professional responsibilities effectively.

Consider offering extra vacation days as a reward for employee commitment and performance.

Step 3: Monitor and evaluate impact 

Regularly assess the effectiveness of the trust-building measures through feedback, surveys, and performance metrics.

Engage in open communication with employees to understand their experience with the implemented practices and identify areas for improvement.

Continuously adapt and refine the well-being initiatives to better meet employee needs and enhance trust in the corporate culture.



Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them.

Project Number: 2022-1-ES01-KA220-VET-000086525

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