Every year, on the second Thursday of September, Australians participate in R U OK? Day—a significant occasion dedicated to encouraging people to reach out and ask if others are okay. This initiative aims to combat social isolation and foster a sense of community by prompting individuals to check in with one another’s emotional well-being. Founded by advertiser Gavin Larkin in 2009, R U OK? Day has grown into a pivotal moment for raising awareness about mental health and providing support.

But is asking "R U OK?" enough to address the deeper issues of workplace well-being and engagement? Experts argue that while the question is a crucial starting point, it may fall short in addressing the comprehensive needs of employees. To truly support staff, organisations need to go beyond the surface and delve into what drives genuine workplace satisfaction and mental health.

The evolution of workplace well-being

At its core, R U OK? Day is about initiating conversations and opening lines of communication. However, the question alone is not a panacea for the myriad challenges facing today’s workforce. As Dr Cecelia Herbert, Principal Behavioural Scientist at Qualtrics, highlights, the traditional approach of checking if someone is "okay" may not sufficiently address the evolving needs of employees.

Dr Herbert emphasises that leaders should complement the simple query of "R U OK?" with a deeper, more nuanced approach. “This R U OK? Day, leaders that genuinely care about their employees should also ask, ‘How can we make it easier for you to be successful at work?’” 

She argues that the psychological contract between employees and employers has shifted. Traditional methods of employee well-being are increasingly outdated. Today’s employees face significant stress and change both inside and outside of the workplace, and they need their employers to understand these pressures.

From surface-level to strategic support

The shift from simply asking if someone is okay to understanding and addressing the systemic factors affecting their well-being is crucial. Dr Herbert points out that effective workplace well-being programs should focus on making work processes more manageable and less stressful. 

“One of the greatest drivers of well-being at work is having efficient processes,” she notes. The challenge is that many current systems fail to keep pace with employee needs and expectations.

To enhance employee well-being, organisations need to adopt a more strategic approach. This involves meeting employees halfway, adapting quickly to modern work realities, and making incremental changes to reduce pressure and stress. As Dr Herbert suggests, this approach requires ongoing dialogue between employers and employees about how to streamline work processes and improve overall job satisfaction.

Industry perspectives: What experts are saying

Various industry leaders have voiced their thoughts on what makes R U OK? Day meaningful and how organisations can do more. Ellie Green, a Health and Safety Recruitment Specialist at Resources and Renewables Australia, shared her perspective on LinkedIn, emphasising the importance of genuine and ongoing communication. 

“Are you OK?” may seem like a small question, but it can start a powerful conversation,” Green asserts. She encourages people to listen with empathy, encourage action, and check in regularly. For Green, it’s about creating a culture where mental health is continuously prioritised, not just on a specific day.

Similarly, the Australian company KEVIN.MURPHY is taking a creative approach to R U OK? Day by organising activities that fostered a sense of community and personal well-being. The team engaged in a calming sound bath, enjoyed a nourishing lunch, and participated in conversations that reinforced their support for each other. KEVIN.MURPHY’s approach demonstrates how organisations can create meaningful experiences that extend beyond a single day’s events, reinforcing a culture of care and connection.

Supporting data: Insights into workplace well-being

Recent data from Qualtrics sheds light on key drivers of workplace well-being and highlights areas needing improvement. According to their 2024 Employee Experience Trends report:

Top drivers of well-being: Trust in management, manageable job stress, managerial care for employee well-being, career goal alignment, cooperative colleagues, and support during organisational changes are critical factors.

Well-being ratings: The percentage of employees rating their well-being positively has declined from 83% in 2022 to 67% in 2024.

Work processes: The effectiveness of work processes, including productivity and prioritisation support, has also seen a drop, from 68% in 2022 to 66% in 2024.

These statistics underscore the need for organisations to continually assess and improve their support systems to keep up with evolving employee expectations. Ensuring that employees feel supported in their roles and have effective work processes is integral to fostering a positive and productive work environment.

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Moving forward: Redefining success metrics

To make R U OK? Day more impactful, organisations must redefine success metrics for workplace well-being. Instead of focusing solely on operational efficiency, success should also encompass value creation and long-term growth. This means developing strategies that support employees’ overall satisfaction and personal development, addressing stressors, and creating an environment where people feel genuinely valued and heard.

By integrating these approaches, organisations can move beyond the superficial act of asking “R U OK?” and foster a deeper sense of belonging and engagement. It’s about creating a workplace where employees feel connected, supported, and empowered to thrive.

While R U OK? Day serves as a valuable reminder to check in on colleagues, the real work involves building a culture of continuous support and understanding. By addressing the underlying factors that affect employee well-being and implementing strategic changes, organisations can ensure that their employees not only feel okay but are truly thriving in their roles.