A healthy and thriving workforce is the backbone of any successful organisation says Chetan Yadav, Head & SVP - HR, Cashfree Payments. At Cashfree Payments, employee wellbeing isn’t just a box to tick—it’s a cornerstone of workplace culture, encompassing everything from physical health to fostering community and inclusion.

Recognising that employee wellbeing forms the foundation for a productive and inclusive workplace, Cashfree Payments fosters communities where employees can bring their whole selves to work, centred around shared passions.

Chetan believes that employee wellbeing is a central pillar of organisational success and culture, influencing everything from productivity to employee retention and engagement. “Well-being encompasses a much broader range of factors, including physical, mental, and emotional health; job security; career satisfaction; work-life balance; healthy relationships; and a sense of community and belonging,” says Chetan. He adds that the definition of employee well-being has become far more holistic and expansive.

According to Chetan, key indicators of employee well-being include engagement scores, which provide valuable insights into how connected employees feel to their work. “Regular surveys help pinpoint strengths and highlight areas for improvement. Tracking retention and turnover rates offers a window into overall job satisfaction and the health of workplace culture.”

For him, diversity and inclusion metrics are equally important, as a workplace that values and nurtures these elements fosters a deeper sense of belonging and respect. Additionally, monitoring the utilisation of mental health resources, such as counselling services and Employee Assistance Programs (EAPs), provides critical data on employees’ emotional and psychological needs, as well as the effectiveness of available support systems.

Supporting the wellbeing of diverse employees

My Wellness, My Plan’ program, which is one of the key initiatives of Cashfree Payments offers flexible and inclusive medical insurance. “Employees can expand coverage to family members, select cost-effective plans, or access benefits like fitness programs, OPD health checkups, doctor consultations, and reimbursements for medicines and tests. Gym memberships further promote healthy lifestyles.”

Services like DNA-based health checkups, diagnostic tests, and customised health plans are offered under Health Marketplace initiatives. “This allows employees to tailor wellness solutions to their specific needs,” highlights Chetan.

Mental health is a priority too for Cashfree Payments. They provide unlimited counselling sessions with licensed psychologists to support employees with stress management and mental health challenges. “Additionally, we’ve introduced specialized programs for employees with differently-abled children, autism treatment, and infertility support, reflecting our commitment to holistic family health,” explains Chetan.

To foster community, the company has created sports and fitness groups and is expanding these to include broader interest-based communities. These initiatives help employees connect and stay active.

Valuing employee input, they have implemented a real-time ongoing feedback mechanism. “This system tracks engagement scores at both the company and team levels, enabling us to quickly identify what’s working and address concerns more effectively,” says Chetan.

Lastly, they invest 5% of each employee’s basic salary in learning and development, while also offering flexibility through paid leave borrowing to support personal needs. “These efforts create an environment where employees’ well-being is deeply integrated into the workplace culture.”

 Addressing barriers to workplace wellbeing

Chetan identifies challenges such as inconsistent leadership involvement, poor communication, and one-size-fits-all approaches as barriers to successful well-being programs. “A lack of integration with organisational values and operations can hinder outcomes,” he says. To overcome these, Cashfree Payments addresses high workloads, promotes flexible schedules, and ensures well-being is integrated into performance management.

“Setting well-being goals as part of performance objectives and equipping managers to prioritise team health are crucial steps,” adds Chetan. Encouraging a culture of balance and celebrating employees’ participation in wellness initiatives underscores the company’s commitment to holistic well-being.

 Catering to Gen Z’s wellbeing preferences

For Gen Z employees, wellbeing priorities include mental health support, flexible work options, and a sense of inclusion. “Gen Z places a strong emphasis on mental health, diversity, and growth opportunities,” notes Chetan.

He informs that Cashfree Payments addresses these needs through mentorship programs pairing young professionals with experienced leaders, professional development workshops, and clear career progression pathways. Wellness challenges and team-building activities further foster a sense of community.

 To effectively gather insights from Gen Z employees on enhancing well-being programs at Cashfree Payments, Chetan informs that they follow a multi-faceted approach. “We can use surveys specially designed to capture employee preferences and experiences regarding our current well-being initiatives.”

To ensure that everyone feels comfortable voicing their opinions, Chetan recommends creating an online suggestion platform where employees can anonymously share their thoughts and recommendations at any time. Another effective way to gather insights from Gen Z is to have informal team meetings and gatherings. “This can help managers stay connected with their team members and gather feedback organically. By actively listening and incorporating their insights, we can create a supportive environment that resonates with their needs and enhances our overall workplace culture.”

Integrating these unique benefits and support structures helps create a thriving workplace that enhances the well-being of Gen Z employees and contributes to overall organisational success.