How can organisations develop an effective Wellbeing strategy?

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Incorporating a robust health and wellbeing strategy will lower organisations absence rates, increase productivity and improve employee engagement.

Why does your organisation need a wellbeing strategy?

Substantial research illustrates the positive correlation between wellbeing and an organisations performance.  Employee wellbeing has a critical impact on numerous areas of business performance.

For example, organisations with little or no wellbeing programmes have statistically higher levels of employee sickness absence. A recent survey from CIPD showed that mental ill-health and stress were the top two causes of long term absence in UK workplaces and the main reason why employees left their jobs.

Employee turnover is having a considerable impact on organisations profitability bottom line.

Whilst some companies are at the initial stage of establishing MHFAS and EWPs (bought in employee wellbeing portals) others are further along.  Creating a wellbeing culture that embodies and promotes a resilient workforce with a significant reduction in sick days and higher employee engagement and job satisfaction.

This blog will outline how to create a wellbeing strategy – both a preliminary strategy for those starting out and deeper more comprehensive system which will develop a longer-term effective Resilient Wellbeing Strategy using a professional Resilience and Wellbeing trainer. This blog will outline the simple steps organisations need to take to develop this comprehensive strategy.  Companies will then be able to self identify what stage their organisation is at and recognise the resources required to get them to the next stage.

Creating an effective wellbeing strategy will create a Work-life harmony, where employees will feel engaged

Most organisations and HR departments I have worked with over the pandemic have a wellbeing strategy that has been created using a useful business format like this:

How can HR develop a robust wellbeing strategy?

Short term reactionary strategy vrs efficacy long term strategy

Companies that create an ad-hoc reactive strategy to wellbeing are simply creating a short term ‘tick box’ exercise. Whilst most organisations have the EAPs, MHFAS and even an onsite wellbeing coach, the reality is that most HR departments and leaders are unaware of how much these facilities are actually being used.

Are they a waste of resource and budget?

Companies that offer short term interventions such as mental health or stress management training without having a real understanding of the needs of their workforce, is a reactive policy-driven strategy

Taking this reactive measure is like sticking a plaster on a reoccurring wound without trying to establish why the wound happened in the first place.

Whereas a systematic, long term approach will create longer-term financial benefits and loyalty from employees. Organisations who have a well-defined workplace health strategy see a far higher ROI than organisations who just offer ad-hoc training packages.

Most organisations within the UK have the mandatory EAPs, on/off-site counsellors, wellbeing campaigns and MHFAs in position and are looking to strengthen their wellbeing strategy with wellbeing strategy that is focused on raising awareness and having open conversations

Most organisations and HR departments I have worked with over the pandemic have a wellbeing strategy that has been created using a useful business format like this:

How to create an effective Organisational Wellbeing Strategy

Short term reactionary strategy vrs efficacy long term strategy

In the same way that other business strategies are created and implemented a wellbeing strategy can follow the same flow

  • Baseline the organisations’ current position, where the company currently will be insightful, to gain knowledge by looking at operations through a wellbeing lens via staff engagement survey,  wellbeing coordinators will be able to feel the temperature and discover how teams feel/act and speak about the organisation
  • Having an overview and document what is mandated, legislated or practice norms within the industry
  • Investigate what initiatives are in place already – what works what doesn’t and why.
  • Create milestones indicators of success, analyse key performance indicators you would like to improve in the organisation for instance – number of sick days or disciplinary actions that take up managers time.
  • Draw up timescales
  • Consider more ambitious long term plans that can be developed in the future when there are available time and budget.

A clear example of a simple structure for a wellbeing strategy would look like this:

AUDIT –

Check in with employees discover their needs: engagement survey

Review HR data

⬇️

Management Buy-in – culture course correction

Set annual budgets

⬇️

Develop performance and tracking data KPIs

using employee engagement surveys

⬇️

Develop a strategic overview and plan

– based on a monthly welbeing focus

⬇️

Develop a 2-way communications strategy – employees & leaders

⬇️

Develop wellbeing initiatives –

Raise awareness and starting the conversation

using internal literture or wellbeing trainers on adhoc basis

⬇️

The feedback loop on initiatives – from employees survey and KPI data

⬇️

REVIEW

If you are considering creating a more in-depth wellbeing strategy that goes that stage further click here to read: How to Build Resilience in the Workplace: The Ultimate Guide

Comprehensive wellness strategy for longer-term effectiveness

The efficacy of long term strategy

Once the first level of strategy has been developed For a more detailed analysis of the 6 Core Levels of Organisational Resilience ™️ A framework for Organisational Resilience: 6C’s of workplace resilience read more here: How to Build Resilience in the Workplace: The Ultimate Guide

The 6 core resilience platforms updated and refined as a continuum of  six organisational resilience levels:

Level 1: Company culture Check

  • Check the culture and climate of the organisation
  • The initial ‘check’ platform begins with an organisational audit.

Level 2: Create awareness around Choice for managers

  • Managers have a choice on how to react
  • Based on education and awareness of mental resiliency techniques
  • Mental agility is the awareness that there are effective strategies that will grow and empower teams.

Level 3: Managers develop a Conscious Commitment to incorporate resiliency techniques 

  • Managers have an objective response, not an emotional one
  • Based on developing and using mental agility
  • Leadership and management teams create the space throughout the day to commit to the culture and climate that drives the organisation forward.
  • Leader education and growth around a conscious commitment to changing the culture so that employees are empowered to make a difference

Level 4: Combine and Integrate wellbeing response company wide

  • All employees combine and integrate work/life balance
  • Based on the concept: HEALTH AND WELLBEING
  • An integrated wellbeing strategy & tools to create wellbeing integration on an individual level using Health techniques such as – nutrition, sleep, exercise and hobbies

Prefer Video? Watch Resilience Training in the Workplace

Level 5: Consistency

  • Managers have embedded the wellbeing tools – now creating consistency around wellbeing
  • Based on the concept: STAMINA
  • Tenacity using developed skills of persistence, bounce back and realistic optimism

Level 6: Consolidate and Community

  • Managers move towards extrinsic rewards from the community 
  • Based on the concept: COLLABORATION
  • Developing deep and sustainable social competencies built through supportive networks

Next steps

The best way forward is to book a call with me, Adele Stickland and together we can discover what stage your organisation is currently at, and how you can best implement the most proactive strategy that will serve your employees.

If you or your organisation would like assistance in creating or developing an existing wellbeing programme to frame conversations and support managers and employees then:

Download my latest White Paper: How much is stress in the Workplace costing The paper discusses the impact of Covid-19 along with the mental health issues that organisations can foresee which will take a huge amount of managerial time, leading to lost productivity and stress, as well as increased absenteeism.

Download a copy here 

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