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Workplace Wellbeing Strategy

Updated: May 11

Over the past year, mental health awareness has skyrocketed. It’s no surprise with the relentless lockdowns, extensions of furlough, and record-breaking redundancies. All of this has resulted in employee well-being taking center stage and becoming a must-have for companies who are wanting the best for their employees and their business.


There has been a shift in the way we now see employee wellbeing. Long are the days gone of just paid gym memberships or a cycle-to-work scheme. Although these are still important there has been an extra emphasis on wellbeing as a holistic understanding. When people are in a state of holistic wellbeing at work, they can build stronger relationships, be more creative & productive along with coping better with stress and different decisions. This emphasizes the need for businesses to implement a workplace wellbeing strategy, focusing on their employee's physical, mental, emotional, and social state. But how do you go about creating and implementing a wellbeing strategy? Let's take a look at our top 5 tips below:


1) Have a meeting with your Director/CEO

When implementing a big strategy like this, it’s crucial as a manager you discuss the strategy with the directors or the CEO, so they are made aware of any changes. Not only this but it gives them the chance to include any of their own suggestions. More than ever, leaders need to act as role models and having their input about their employee’s well-being can go a long way in encouraging engagement from employees in these wellbeing programs. If employees see changes happening from above they’re likely to follow suit.


2) Ask your employees in a survey

You need to start with your employees – after all the program will be for them anyway! You need to understand your employees, their needs, wants, stresses, concerns. This way you can really build and adopt a strategy that is suited to these needs as much as possible. For example, you may find that people are missing the social aspect of work so you home in on this or are wanting to improve their physical fitness so you look into a fitness plan. Each employee will want different things, which is why it’s crucial to ask them first.


3) Use the feedback

A lot of companies will collate all their data from their employees and then create a program that’s not related to their pain points at all, which goes against doing the survey in the first place! Make smart decisions based on your employee's feedback, this will give you the best results and engagement when implementing your plan.


4) Launch & promote your program

The effectiveness of your plan will be dependant on the execution of the delivery. Each company will be different, and you’ll know best how to communicate your strategy to your employees… Would you be best presenting the program in a meeting, in a presentation scenario? Or do your employees respond better to a more interactive environment? Whatever your choice, ensure you follow up after the initial launch and do not just send out one email never to be spoken of again…


5) Encourage participation & measure impact

If people are left to their own devices, a lot of the time they won’t get round to making changes. However, if someone of authority encourages them to implement aspects of the program into their daily habits, they’re more likely to execute them. You can think of different ways of encouraging participation, whether that’s friendly competitions, weekly emails, group tasks, or 1 on 1’s. Not only is it important to keep encouraging participation, but you also need to measure the impact your strategy has had on your employees. Although this can be tricky to measure, questionnaires, surveys or just an informal conversation can give you great insight into whether your strategy has worked with your employees!

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