Developing a Wellbeing Solution
All companies should be concerned with the health and wellbeing of their employees, and not just because of the effect on productivity. It’s just the right thing to do. Because of this, we at Personal Group like to believe that it’s at the top of agenda at most companies, however, we do know that this isn’t always the case.
Our HRD, Rebekah Tapping, is extremely passionate about the health and wellbeing of her colleagues, and yours too!
Rebekah Tapping: "Providing the appropriate financial, physical and mental wellbeing solutions for the needs of a multi-generational workforce can be a significant challenge. Before approaching the Board for their backing, both from a buy-in and financial perspective, it’s important to understand first-hand what employees would benefit from, how they’d like to access solutions and what form of communication is a best fit across the generations."
So, to help you meet this challenge, we've put together a quick and easy guide to developing your own personalised wellbeing solution.
1. Do Your Research
Cliché’s are cliché’s for a reason, so don’t roll your eyes when I say ‘one size doesn’t fit all’, especially when it comes to employee benefits. To ensure greater levels of participation, you need to create a wellbeing solution that is tailored to your workforce, so it’s time to delve into the data.
Look into the current benefits offering and see which aspects your employees are currently drawn too. You should also read through current policies and procedures, to ensure that they are conducive to better employee wellbeing. This information will become the backbone for your health and wellbeing strategy, you can see the current state of the company, and pin point any areas that need improvement.
2. Ask the Audience
It’s almost impossible to give your employees the benefits that they really want without their help. Why not run an employee survey regarding wellbeing initiatives, or create small focus groups, to back up your initial research? There are always interesting insights to be gained from good, old-fashioned face to face communication.
3. What’s the Plan?
Once you’ve finalised your goals, and know what you want to achieve, you need to plan out how exactly you’re going to do it. It’s important that you not only consider who to partner with, and where to find wellbeing support, but also how to communicate your shiny new scheme to employees. Will they respond best to e-mail? Posters? Push notifications? face to face communication?
Here at Personal Group we usually find a combination of face to face and digital communication to be the best method, but it’s crucial to figure out what works for your workforce.
4. Shout About It
By now you should have created something that you are truly proud of, so now it’s time to show it off. Make sure to plan the launch of your programme for a time of year that most staff will be around to hear the good news. In the middle of the summer holidays or just before Christmas might not be the opportune moment.
5. Keep it Up!
If you become complacent about your benefits offering, your staff will too. Make sure to continue updating your employees on new additions to the programme, or spotlight services in the existing offering to help drive continued usage. The world of work is constantly evolving, so make sure that your benefits offering follows suit.
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