Let’s Talk About Well-Being
If you’re running a business or thinking about your next career move, well-being can easily slip down the priority list. But from our experience at Nuvo, it should be at the top.
When people feel supported, they do better work, make better decisions, and stay longer. It’s not complicated, but it does take intention.
This post shares how we’ve approached well-being inside Nuvo, including insights from our team, alongside broader tips that directors, sole traders and potential candidates can apply in their own contexts.
1. A Shorter Week Makes a Bigger Impact Than You Think
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- “I have more time for studying, personal life and to really relax at the weekend.”
- “I love it. It gives me the opportunity to have time just for myself.”
- “It means I get to spend an additional day with my son.”
For directors: Consider where flexibility or reduced hours could improve performance, not hinder it. Even rotating shorter days or team-based trials can lead to significant returns.
For candidates: When looking at new roles, ask how time is treated. Does the business build in space to reset, or is productivity valued above people?
2. Flexibility Means Trust, Not Chaos
Our team at Nuvo works flexibly between 6 a.m. and 8 p.m. This isn’t just convenient; it helps people manage school runs, chronic health needs, and life’s unexpected moments.
“The flexibility really helps when attending medical appointments and not having to worry about asking for time off or booking annual leave.”
For directors: Offer boundaries, but avoid rigidity. Autonomy with accountability fosters ownership and calm.
For candidates: True flexibility should feel accessible and supported, not like a silent perk that nobody uses.
3. Support Isn’t a Slogan. It’s Noticing What Matters
- “My colleagues have always been so supportive and have helped me out on more than one occasion”
- “When you have someone to talk to at work for even just 5 minutes, it can make the day at work feel less alone.”
For directors: You don’t need a new benefits platform. You need leaders who are willing to notice, ask and act.
For candidates: Look for signs of emotional intelligence in leadership, not just big promises.
4. Offer Mental Health Support That Actually Helps
At Nuvo, all staff can use Health Shield and the Breeze app. That includes:
- 24/7 counselling access
- Eight free sessions with a registered therapist
- A self-assessment tool and wellbeing resources
“Health Shield has been used already!”
For directors: If formal support isn’t in place, start with awareness. Direct your team to trusted resources, or offer a budget for independent sessions.
For candidates: Ask how mental health is supported, not just acknowledged.
5. Habits Shape Health More Than Occasional Perks
- “A light walk at lunch always helps my mental health, taking a step back from the screen and a busy mind makes me feel ready to tackle the afternoon.”
- “To-do lists via Teams and planning my diary —so that I don’t get too overwhelmed.
For directors: Encourage micro-rituals that break up the day and reduce decision fatigue.
For candidates: Build your own support system—it’s easier in cultures that respect personal time.
6. Managers Make or Break the Experience
- “My manager makes me feel able to ‘speak up’ when struggling, and I know it will always be without judgment from their end.”
- “Just having the bi-weekly 1-2-1’s and asking how we’re getting on is brilliant. “
For directors: Leadership training should include emotional support, not just targets.
For candidates: Ask what regular feedback and support look like in practice.
7. Teams Carry Each Other—That’s the Culture
- “Work friends are so important as they help pick you up when you’re down.”
- “The biggest support within Nuvo is our colleagues; we all need to continue to be kind and support one another.”
For directors: Culture isn’t just about values. It’s about how people show up when it counts.
For candidates: Look beyond job specs—does the team act like a team?
8. You Can’t Improve What People Don’t Say
“I felt a gap once, but at the time I lacked the confidence to talk to people. As soon as I started talking, I felt better.”
For directors: Make feedback a habit, not an emergency. Ask better questions, more often.
For candidates: Consider whether you’ll be heard, not just listened to.
Final Thought: Culture Doesn’t Build Itself—People Do
At Nuvo, we’ve learned that a supportive culture is made up of small, consistent actions. It’s not about branding or wellness slogans. It’s about:
- Giving people the space to work in ways that suit them
- Making mental health support normal, not exceptional
- Encouraging dialogue that’s honest and judgment-free
- Respecting downtime and valuing sustainable performance
For business leaders: Every decision is a culture-shaping opportunity. If you want resilient, high-performing teams, start with how people feel.
For potential candidates: Look for environments where support is built into how work happens, not just how it’s described.
