The Wellness Metrics - and its predecessor - The Wellness Initiative, were conceived as an idea to help individuals to take a holistic approach to their own wellbeing and thereafter be a better contributor to group and organisational wellness.

Conceptualised by Ajay Mahajan - who has spent more than three decades working with Global Organisations and almost 15 years in the development sector. Having travelled extensively, he has seen the changing lifestyles and ever increasing work pressures take a heavy toll on the wellbeing of individuals across all walks of life. Ever increasing amount of stress and a gradual deterioration in the abilities to relate and empathise socially is causing serious breakdown. And if individuals get effected - can groups, teams, organisations, and communities stay secluded!

That's what led to the creation of the Wellness Metrics. The First Wellness Monitoring program that measures the State of Wellbeing across Seven different elements. And allows you to monitor your own Wellness as well as measure the same with your Group's, Team's or Organisation's wellness.


The theory of well-being has evolved from 3 different recent perspectives which interestingly are backed by ancient Indian scriptures.



1. Life satisfaction. This is the cognitive aspect of subjective wellbeing and involves a judgement about how satisfied the individual is with their life. This construct is generally measured by items such as "So far I have gotten the important things I want in life" and "if I could live my life over, I would have it the same way".

2. Positive affect. The positive affective component involves measuring the degree to which individual experience positive emotions, such as happiness, joy and excitement (e.g. I often feel happy).

3. Negative affect. The negative affective component involves measuring the degree to which individuals experience negative emotions (e.g. I feel upset about things, or I worry a lot)..


(Move away from Happiness to Needs)

1. Psychological needs such as a sense of meaning in their lives, autonomy, connectedness to others and a sense of control, and that if these are met then the individual can achieve a sense of wellbeing.

2. Accomplishment needs such as skills, talents and strengths

The eudemonic concept of wellbeing questions the hedonic model highlighting that people need to satisfy a whole range of needs to achieve wellbeing beyond just the need to experience happiness and avoid negative emotions.


Martin Seligman's PERMA Theory of Wellbeing is a hybrid of both the Hedonic and Eudemonic Wellbeing approaches thereby attempting to bring back HAPPINESS into the wellbeing equation.

In earlier iterations of Seligman's wellbeing theory, such as that described in his 1999 book "Authentic Happiness" he talked about happiness and used life satisfaction as the key outcome measure. However, in his later work he describes the word happiness as an unscientific term and moves away from the hedonic approach by incorporating other constructs that are important for wellbeing even if they do not increase happiness.

In his 2000 review paper, he discusses three different aspects of happiness: 1) the pleasant life, 2) the engaged life, and 3) the meaningful life. Later still he recognises that this model is incomplete because some people strive to achieve for the sake of it, even if this does not produce happiness or meaning in their life and if it is not particularly engaging. At this point, Seligman incorporates an Accomplishment factor into his model. Finally, in line with many of the other eudemonic theories, a factor recognising the importance of relationships is added to the theory wellbeing model.



The Wellness Metrics is designed to measure seven dimensions of wellness in order to give participants a better understanding of their own wellness and to provide them with resources that they can utilize at their workplace to improve their wellness.

The initial Wellness Metrics was launched as The Wellness Initiative in August 2017 and under various workshops and seminars were conducted at the India International Centre which were available to individuals and organisations through special invites. The learnings and feedback received during these Seminars contributed to the final evolution of the Wellness Metrics parameters which are now available in the form of a mobile app for easy self-assessments.

The Wellness Metrics was designed as a self-assessment tool to a) improve individual and employee awareness of their own wellness and b) provide them with resources that they can utilize to improve their wellness. The metrics was developed using literature reviews, feedback from stakeholders, cognitive interviews and feedbacks at various seminars, and factor analyses.


The Wellness Metrics measures seven dimensions of wellness using items that assess a range of attitudes and behaviours. Average scores for each dimension of wellness are calculated by adding the values of each item within a given dimension. Averages are adjusted for respondents who do not answer all of the items within a dimension; however, respondents who fail to provide a minimum number of responses do not receive a score for that dimension.

Wellness scores range from 1 to 10, with higher scores indicating more positive attitudes and behaviours. Negative items were reverse coded so that unhealthy responses were associated with a lower score.

Comparisons between groups with different demographic and/or work areas are also available. There are additional multipliers that factor in the relevance of different elements of wellness to different work profiles and environments.

Have a question or need to explore ?

If you would like to discuss a potential alignment with your Wellness Initiatives - please feel free to call Ajay Mahajan at +91 96548 89815.