13 Nov Wellbeing initiative planning
Wellbeing initiative planning
Why carry out wellbeing initiatives?
There are various reasons as to why organisations invest in wellbeing initiatives and therefore wellbeing initiative planning. Some see wellbeing initiatives as something they can offer staff as a benefit of their employment which may sit them ahead of their competitors in terms of recruitment. Others see wellbeing initiatives as a fantastic way of improving the overall performance of the organisation, whilst others look at it from both angles.
Employer benefits of wellbeing initiatives
- Improve productivity of employers
- Retention of staff
- Attract new employees
- Reduce absenteeism
- Boost morale and motivation
- Higher employment engagement
- Reduce presenteeism
- Lower health related claims
- Achieve accreditation
- Improve brand image
The result of these benefits is a significant return on investment. Every £1 spent on wellbeing initiatives can save you £4, CBI Survey. Having a clear plan in any project is always helpful, this is something that is very apparent in Wellbeing initiative planning.
Wellbeing initiative planning: What can be included in wellbeing initiatives?
The most successful wellbeing initiative plannings is tailored to the needs of your organisation and there should never be a generic approach. All businesses will have different goals and requirements so wellbeing initiative planning should be specific to addressing these areas. Services to build effective wellbeing initiatives may consist of:
- Wellbeing Days
- Cycle to work schemes
- Flexible working hours
- Health insurance
- Health Assessments
- Resilience Training
- Therapy treatments (massage, physio, chiropractor etc)
- Sleep advice
- Financial advice
- Onsite exercise classes
- Gym memberships
- Employee Assistance Programmes
How do you know if wellbeing initiatives have been successful?
Before putting your wellbeing initiative planning in place it is key to return to the reasons as to why it was being done in the first place so to see if these areas have been addressed. The key indicators to measure are usually split into three main areas;
Health measures – is the health of employees improving.
Employee Satisfaction Measures – are employees happy at work.
Organisational measures – is the company more successful as a result. Below is a more detailed outline of the common key indicators although this is by no means exhaustive.
|Health measures||Employee satisfaction measures||Organisational measures|
|Lowered body mass||Employee engagement||Productivity and customer service levels|
|Reduced cholesterol/blood pressure levels||Presenteeism||Retention levels|
|Return-to-work times||Organisational commitment||Absence rates|
|Increased exercise||Job satisfaction||Referral times to occupational health|
|Reduced substance abuse||Voluntary resignations||Ethical and safety standards|
|Reduced anxiety/depression||Positive working relationships||Ill-health retirements|