RBH Wellness Solutions, LLC

RBH Wellness Solutions, LLC We help organizations create employee well-being strategies that support mental health at work while increasing belonging, engagement, and retention.

What are the signs that your business needs a well-being strategy?It’s not always obvious.Sometimes it looks like:• High...
08/28/2026

What are the signs that your business needs a well-being strategy?

It’s not always obvious.

Sometimes it looks like:

• High turnover — good people keep leaving, and you’re constantly trying to replace them.

• Burnout — your team is getting the work done, but they’re exhausted while doing it.

• Low morale — people are showing up, but the energy, engagement, and connection aren't what they used to be.

• Overwhelmed managers — your managers are trying to support their teams while carrying their own workload.

• Constant firefighting — everything feels reactive. You’re addressing problems as they happen instead of preventing them.

These aren't simply HR challenges.

They can be signs that your organization needs a more intentional approach to employee well-being.

And you don't have to wait until things reach a breaking point.

A well-being strategy can help you understand what's happening beneath the surface, equip your leaders, and create practical systems that support both your people and your business.

If you're seeing several of these signs, it may be time to stop firefighting and start building a strategy.

💬 Which challenge feels most familiar in your organization right now?

You don’t need 500 employees to invest in well-being.In fact, I believe some of the organizations that can benefit most ...
08/24/2026

You don’t need 500 employees to invest in well-being.

In fact, I believe some of the organizations that can benefit most from a thoughtful well-being strategy are the ones with smaller teams.

You don’t have to be a Fortune 500 company to build a healthy workplace.

You don’t need a massive HR department.

You don’t need a dedicated wellness team.

And you certainly don’t need to wait until burnout, turnover, or disengagement becomes a serious problem.

What you do need is intentionality.

When you have a small team, every person matters.

One employee feeling overwhelmed can affect productivity, team morale, client relationships, and the overall culture.

That’s why well-being shouldn't be viewed as a “nice to have” reserved for companies with large budgets.

It’s a business strategy.

The challenge is that many small and growing organizations may not need — or be ready for — a full-time well-being executive.

That’s exactly why the Fractional Well-Being Officer model exists.

It gives organizations access to experienced well-being leadership and strategic guidance without the commitment and cost of adding another full-time executive position.

The goal isn't to create another program just for the sake of having one.

It's to understand your people, identify the areas that need attention, and build a practical strategy that fits your organization, your culture, and your resources.

Because your company doesn't have to be big to take care of its people.

You just have to be intentional about it.

What would change in your organization if employee well-being became part of your business strategy—not just an occasional initiative?

Well-being isn't only for large corporations with big HR budgets and dedicated wellness teams.In fact some of the most u...
08/21/2026

Well-being isn't only for large corporations with big HR budgets and dedicated wellness teams.

In fact some of the most urgent well-being needs I see are inside small businesses — where teams are lean, margins are tight, and everyone is wearing three hats at once.

Here's what I know to be true:

Small teams burn out too.

When you have 10 people instead of 1,000 — there's nowhere to hide the exhaustion.

One person struggling affects the entire team's energy, morale, and output. There's no buffer.

No backup.

Just people trying to hold it together while the work keeps coming.

Losing one employee hits differently in a small business.

In a large organization losing someone is painful.

In a small business it can be devastating. You lose institutional knowledge, client relationships, team culture, and momentum — all at once.

And the cost of replacing that person? Studies show it can run anywhere from 50% to 200% of their annual salary when you factor in recruiting, onboarding, and lost productivity.

That's not a people problem.

That's a survival problem.

Prevention is always more affordable than replacement.

The most common thing I hear from small business owners after losing a key team member is this —

"I wish I had seen the signs earlier."

The signs were there. Burnout doesn't happen overnight. It builds slowly — through unmanaged stress, lack of support, and cultures where people don't feel safe enough to say "I'm struggling."

A proactive well-being strategy doesn't require a massive budget.

It requires intentionality.

A plan.

And someone who knows how to build it in a way that fits your size, your culture, and your people.

That's exactly what I do as a Fractional Well-Being Officer.

You get executive-level well-being leadership — customized to your organization — without the cost of a full-time hire.

Because your people deserve a strategy.

Not just a pizza party on a Friday.

💬 What's the biggest people challenge your organization is facing today? Drop it in the comments — I read every single one.

Let's talk about the number nobody wants to say out loud.The cost of ignoring employee well-being.I hear it all the time...
08/17/2026

Let's talk about the number nobody wants to say out loud.

The cost of ignoring employee well-being.

I hear it all the time from leaders —

"We want to invest in well-being. But can we afford it right now?"

And I always respond with the same question:

Can you afford what it's already costing you?

Because the data is not subtle:

💰 $322 billion lost globally every year from employee turnover caused by burnout — Gallup

💰 $1 trillion lost annually in productivity due to depression and anxiety alone — WHO

💰 76% of US workers report at least one symptom of a mental health condition — MindShare Partners

💰 84% say their workplace contributed to at least one mental health challenge

That's not a people problem. That's a business problem.

And here's what the same research consistently shows on the other side:

Organizations that invest strategically in employee well-being see lower turnover, stronger engagement, reduced absenteeism, and measurably better performance.

Not because it's the right thing to do.

Because it works.

A Fractional Well-Being Officer brings executive-level well-being leadership into your organization — building the strategy, equipping your managers, and creating the culture that keeps your best people.

At a fraction of the cost of a full-time hire.

At a fraction of what disengagement and turnover are already quietly taking from you.

This is no longer a nice-to-have.

It is a line item that pays for itself.

💬 If you could put a number on what the status quo is costing your organization right now — what would it be? I'd love to hear your honest perspective below.

Let me talk about money for a minute.Because I know that's what's behind the hesitation."We want to invest in well-being...
08/14/2026

Let me talk about money for a minute.

Because I know that's what's behind the hesitation.

"We want to invest in well-being — but can we afford it?"

Here's the better question:

Can you afford NOT to?

The numbers tell the story:

💰 $322 billion lost globally each year due to employee turnover from burnout — Gallup

💰 $1 trillion lost annually in productivity due to depression and anxiety — WHO

💰 76% of US workers report at least one symptom of a mental health condition — MindShare Partners

💰 84% say their workplace contributed to at least one mental health challenge

And here's what the research also shows:

Organizations that invest in employee well-being see lower turnover, stronger engagement, reduced absenteeism, and better overall performance.

A Fractional Well-Being Officer gives you executive-level well-being leadership — building the strategy, training your managers, and creating the culture that retains your best people.

For a fraction of the cost of a full-time hire.

For a fraction of what turnover is already costing you.

This isn't a nice-to-have anymore.

It's a business imperative.

💬 What's the cost of doing nothing looked like in your organization? I'd love to hear your perspective.

Who Needs a Fractional Well-Being Officer?You don't need a thousand employees to need a well-being strategy.You need one...
08/10/2026

Who Needs a Fractional Well-Being Officer?

You don't need a thousand employees to need a well-being strategy.

You need one person who is struggling in silence while performing fine on paper.

You need one manager who doesn't know how to respond when someone on their team breaks down.

You need one team running on empty — productive on the surface, disengaged underneath.

That's when you need a Fractional Well-Being Officer.

Here's who I typically work with:

Small to mid-size businesses who know well-being matters but don't have an internal expert to lead it

Nonprofits and government agencies serving communities while their own teams are burning out from the inside

Organizations that have experienced turnover and realize culture — not just compensation — is the real retention strategy

HR teams who are doing their best but are stretched too thin to also own the entire well-being strategy

Leaders who want to do right by their people but aren't sure where to start

If you see your organization in any of these — let's talk.

Because your people deserve more than a wellness app and a mental health flyer in the break room.

They deserve a real strategy. Led by someone who has spent 20+ years doing exactly this work.

💬 Which of these resonates most with where your organization is right now?

People keep asking me — "Ruby, what exactly is a Fractional Well-Being Officer?"So let me break it down simply.Most orga...
08/07/2026

People keep asking me — "Ruby, what exactly is a Fractional Well-Being Officer?"

So let me break it down simply.

Most organizations know they need to do more around employee well-being. The data is clear. The need is real. The intention is there.

But building a genuine well-being culture requires more than good intentions.

It requires strategy. It requires someone who knows what works. It requires consistent, embedded leadership over time.

Here's what I do as your Fractional Well-Being Officer:

Assess your current well-being culture — what's working, what's not, and where the gaps are costing you talent and performance

Build a customized well-being strategy aligned with your business goals — not a generic program, a real plan

Train your managers and leaders to recognize warning signs, respond with compassion, and create psychologically safe environments

Implement evidence-based programs across the 8 dimensions of well-being identified by SAMHSA

Measure what matters — belonging, engagement, retention, and the cultural shifts that show real progress

Stay — not as a consultant who drops off a report and disappears, but as an ongoing strategic partner embedded in your team

You get senior-level well-being leadership. Customized to your culture. At a fraction of the cost of a full-time hire.

This is the work I was built to do.

💬 What's the biggest gap you see in how your organization currently approaches employee well-being?

My mission has always been the same. What's evolved is how I deliver it.Fractional Well-Being Officer.For over 20 years ...
08/03/2026

My mission has always been the same. What's evolved is how I deliver it.

Fractional Well-Being Officer.

For over 20 years I've helped businesses, government agencies, and nonprofits create employee well-being strategies that support mental health at work — improving belonging, engagement, and retention.

But here's what I kept seeing over and over:

Organizations that genuinely wanted to prioritize well-being — but didn't have the budget, structure, or internal expertise to make it sustainable.

They'd hire a speaker for a one-day workshop. Run a wellness challenge in January. Send out a survey. Check a box.

And then wonder why nothing changed.

The missing piece wasn't intention. It was ongoing, embedded, strategic leadership.

That's exactly what a Fractional Well-Being Officer provides.

Think of it like this — a Fractional CFO gives you executive-level financial leadership without the cost of a full-time hire. A Fractional Well-Being Officer does the same for your people strategy.

I come in as a senior well-being leader — part of your team, embedded in your culture — building the foundation, training your managers, and creating systems that actually last.

Not a one-time event. Not a checkbox. A real strategy.

If your organization is ready to stop reacting to well-being crises and start building a culture that prevents them — this is what that looks like.

💬 Have you ever thought about what a dedicated well-being leader could do for your organization? I'd love to hear your thoughts below.

91% of leaders say well-being impacts their effectiveness.Only 25% actually prioritize it.That gap? That's exactly where...
07/31/2026

91% of leaders say well-being impacts their effectiveness.

Only 25% actually prioritize it.

That gap? That's exactly where burnout lives.

I've watched talented, capable, deeply committed leaders push through exhaustion — telling themselves they're "fine" while quietly their health deteriorates, their relationships suffer, and their decision-making gets cloudy.

And the scariest part isn't that leaders are struggling.

It's that most don't realize how bad it's gotten until something breaks.

Your body will send you signals long before the breaking point:

Chronic fatigue that sleep doesn't fix

Brain fog that makes simple decisions feel impossible

Irritability that bleeds into every interaction

Insomnia even when you're exhausted

Stress eating or forgetting to eat at all

Withdrawing from the people who matter most

But here's what happens in most leadership cultures —

We've been conditioned to treat those signals as badges of honor. As proof that we're working hard enough. Committed enough.

Tough enough.

So we push through. And push through. And push through.

Until we can't.

I've been there. I've seen it happen to leaders I deeply respect. And I've seen what comes after — the health scares, the broken relationships, the forced pauses that could have been prevented.

The hidden crisis in leadership isn't a lack of talent or strategy.

It's leaders who are too depleted to lead well — and too conditioned to admit it.

This month I'm talking about what it actually takes to lead sustainably. Not the highlight reel.

The real stuff.

Because you deserve to lead well AND live well.

Those two things are not in conflict — but it takes intentional work to align them.

💬 What's one warning sign you've been ignoring lately? You don't have to have it all together to answer — this is a safe space.

I am excited to be speaking at the Association for Talent Development Charlotte Area Chapter (ATD CLT) Day of Learning: ...
07/27/2026

I am excited to be speaking at the Association for Talent Development Charlotte Area Chapter (ATD CLT) Day of Learning: The Adaptive Edge, happening September 18 at Charlotte Motor Speedway!

The workplace is not just changing. It is being redefined. This full-day event is designed to help Talent Development professionals turn disruption into impact, strengthen their strategic influence, and become more valuable partners within their organizations.

I will be presenting Who Is Your Person? Leveraging Connection to Drive Engagement, Retention, and Performance, where we’ll explore how connection and belonging influence key business metrics—engagement, retention, burnout, and team performance—and how talent development strategies can embed these elements into leadership development, onboarding, and culture initiatives.

You’ll also hear from an incredible lineup of speakers, connect with Learning and Development professionals from across North Carolina, and leave with practical ideas you can put to work right away.

📅 September 18, 2026
📍 Charlotte Motor Speedway
🎟️ Registration Link in the comments.

Register by July 31 to save $20 with Early Bird pricing.

I hope to see you there!

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Raleigh, NC
27604

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Monday 1pm - 4pm
Tuesday 9am - 12pm
Wednesday 1pm - 4pm
Thursday 9am - 12pm

Telephone

+19195785780

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