Employee Wellness Programme – Getting it Right

Employee Wellness Programme – Getting it Right

Work stress is now affecting 8 out of 10 people but introducing the correct wellness programme can help to reduce absence and help to increase productivity.

In the past, wellness programmes have been seen as something that businesses put in place to simply tick a box but research has found that through enhancing the wellness of employees it can have a direct impact on performance.

Wellness programmes are not just designed to reduce absenteeism as they keep staff feeling better about themselves and it helps to improves performance. However, it can also deal with their mental wellness and emotions. So, how can you create and deliver a wellness programme that works on every level?

Get support from the top

To begin with, it is crucial that senior managers believe in what the programme is about and so, you will want to show them just how much it can impact the business if a programme is not in place – particularly where costs are involved.

Therefore, find out what the advantages are for both employees and the business and highlight how it can make a difference to employees, which in turn can help the business to push forward.

Put a team in place to manage it

In order to push the initiative forward and to implement it correctly, it could be beneficial to put a team in place to spearhead the programme. Therefore, any team that is created to handle this will need to have an understanding of the business and its full support.

Carry out research

The whole programme is aimed at your employees so collect as much data as possible as you can from them. This could include staff turnover, sickness absence and surveys. It can also help to meet with staff to find out what solutions will work for them.

Create a plan of action

Armed with your research and data, you can now begin creating a plan that will enable you to identify the actions required to put the initiative in place. To make the programme more credible, it can be linked to other initiatives run by the company such as pension schemes.

Once you know the wellness initiatives you plan to use, you can work out a cost per item. One thing you will need to do is compare it to the costs associated with not putting an initiative in place including the cost of employee absence.

Decide how you will solve the problems

As you have now created a plan, you need to consider how you plan to solve the problems. Therefore, look at other wellness programmes and find out what they include, as you will often find that they cover the likes of emotional wellness, physical wellness and even finances.

Inform employees

It is time to create a sense of positivity around the programme by communicating it with your employees. They will need to understand what it offers, how important it is and how their lives can be improved because of it. However, communicating the programme should not stop there because you can use it as a tool for recruitment and it should be introduced to all new employees.

Identify the impact

At this point, you can begin to measure just how much of an impact it has. This can include things such as how many employees have used it, how much it is costing, how it has affected staff and whether it is working in the right way. You could use a survey that reaches out organisation wide, to find out how people are engaging with it.

This analysis should then fit in with the goal of the business and to help determine whether the business has improved since it was introduced.