When was the last time you really felt part of a team . . valued, trusted and able to speak your mind? That’s social wellbeing. It is what turns workplaces into communities.
WHAT IS SOCIAL WELLBEING?
Social wellbeing refers to the quality of an individual’s relationships and interactions with others, and their sense of belonging and connection within their community or social network. It includes having supportive, positive relationships, feeling valued, and being able to contribute meaningfully to social groups.
Kasley Killam, author of The Art and Science of Connection: Why Social Health is the Missing Key to Living Longer, Healthier and Happier, suggests that we should stretch our social muscles and transform the way we think about our interactions with others for better overall health.
We often focus on physical and mental wellbeing, but is ‘social wellbeing’ the missing pillar, as highlighted by The World Health Organisation?
HOW HEALTHY ARE YOUR WORKPLACE RELATIONSHIPS?
“Social wellbeing in the workplace involves the quality of relationships employees have with colleagues, managers, and the wider organisation — it is a key driver of engagement, collaboration, and overall wellbeing.”
CIPD (2022). Health and Wellbeing at Work Report.
Indications of social wellbeing include;
Belonging and Inclusion
A sense of belonging increases morale and reduces feelings of isolation. Employees who feel socially connected are more motivated and committed to the organisation’s goals.
Collaboration and Communication
Healthy workplace relationships encourage open dialogue, trust, and cooperation which are essential for problem-solving, creativity, and managing conflict constructively.
Good Mental Health and Reduced Stress
Positive social interactions act as a buffer against workplace stress and burnout. Social support helps people manage pressure more effectively and maintain emotional balance.
Engagement and Productivity
Research shows that teams with high levels of social cohesion perform better. People are more likely to contribute ideas, share feedback, and take initiative when they feel supported.
Retention and Organisational Loyalty
Social wellbeing contributes to job satisfaction and reduces turnover. People tend to stay where they feel connected and respected.
“Workplace wellbeing has to start with strategies centred around clear communication, empathetic leadership and psychological safety’
Oliver Henry, Head of Health and Wellbeing for EasyJet
FROM TENSION TO TRUST: 5 WAYS CONFLICT MANAGEMENT BUILDS SOCIAL WELLBEING
Conflict is woven into everyday interactions, often surfacing in subtle ways. We may not always recognise it, either because we lack the awareness, or because others hesitate to name it. Responses to our words or actions can often surprise us, revealing a gap between what we meant and how it was perceived. That gap between intention and interpretation is where misunderstanding starts to grow. How effectively we navigate this depends on and impacts the quality of our relationships.
Effective conflict management and resolution strategies can;
- BUILD OPENNESS AND TRUST
Effective conflict management creates time and space so people can speak honestly and be heard without judgement. By addressing misunderstandings early and constructively, communication becomes more transparent, and trust starts to grow. This openness reduces tension and promotes a culture where feedback and dialogue are seen as opportunities for growth, not confrontation.
- SUPPORT EMOTIONAL AND MENTAL WELLBEING
Unresolved conflict is a significant source of workplace stress. Developing conflict management skills helps individuals manage difficult emotions, reduce anxiety, and build resilience. When employees feel equipped to navigate disagreements calmly and respectfully, they experience greater psychological safety and overall wellbeing.
- DEVELOP SELF-AWARENESS AND PERSONAL GROWTH
Conflict often acts as a mirror, revealing personal triggers, assumptions, and communication habits. Through structured reflection and mediation skills, individuals learn to understand their own responses and perspectives better. This self-awareness not only improves relationships but also encourages personal and professional development.
- CREATE A CULTURE OF CONNECTION AND BELONGING
When conflict is handled constructively, it brings people closer rather than driving them apart. Teams learn to value differences, appreciate diverse viewpoints, and collaborate more effectively. By promoting empathy and mutual respect, conflict management strengthens the social fabric of an organisation.
- IDENTIFY ROOT CAUSES AND EMPOWERS POSITIVE CHANGE
Good conflict resolution doesn’t just patch up surface issues, it helps uncover underlying needs, values, or systemic barriers. Addressing these root causes encourages lasting change and empowers individuals to take ownership of solutions. This proactive approach supports a healthier, more inclusive, and adaptive workplace culture.
CONCLUSION
Strong relationships are essential to health, happiness, and performance. As humans, we all crave connection, though it varies from person to person. What matters is making intentional efforts to build relationships in ways that work for us.
How we interact, how we relate, and how we see ourselves all shape the quality of our connections. And the good news? These are skills we can strengthen.
Explore our training options to find out more about how to improve your relationships and support a connected culture.
Link – Training
Link – Conflict Coaching
Link – Mediation
REFERENCES
CIPD (2022). Health and Wellbeing at Work Report. Available at Health and wellbeing at work 2022: Survey report
Corey Lee M. Keyes. (1998). Social Well-Being. Social Psychology Quarterly, 61(2), 121–140.
Killam, K. (2025). The Art and Science of Connection: Why Social Health is the Missing Key to Living Longer, Healthier and Happier. Harvard University Press.
TedxTalks (2025). Power of Purpose – the key to workplace wellbeing | Oliver Henry. Available at
The World Health Organisation (2025). WHO Commission on Social Connection. Available at WHO Commission on Social Connection
