Looking to get great results with health and wellbeing at your office and raise the performance levels?
Setting up effective health and wellbeing initiatives is a lot easier than you might imagine. There are three key questions you need to consider.
i) What are the primary wellbeing goals for the business?
It’s likely that you’ll be implementing a wellbeing programme to boost staff morale, reduce absenteeism, reduce staff turnover, increase productivity or increase staff satisfaction. Be very clear about your top priority and keep this in mind throughout your planning and implementation.
ii) How will you measure success?
You’ll be able to accurately calculate the impact of your wellbeing programme if you establish the key performance indicators in advance. Even if this is simply the number of positive comments you hear about the programme, you have to know what you’re looking for from the outset.
iii) Who is your target audience for the program?
i) What are the primary wellbeing goals for the business?
It’s likely that you’ll be implementing a wellbeing programme to boost staff morale, reduce absenteeism, reduce staff turnover, increase productivity or increase staff satisfaction. Be very clear about your top priority and keep this in mind throughout your planning and implementation.
ii) How will you measure success?
You’ll be able to accurately calculate the impact of your wellbeing programme if you establish the key performance indicators in advance. Even if this is simply the number of positive comments you hear about the programme, you have to know what you’re looking for from the outset.
iii) Who is your target audience for the program?
Are you aiming to involve specific groups, particular individuals or are you looking to get the whole company involved? When you know who you are appealing to you’ll be able to plan your initiatives more quickly and then promote them more easily for maximum involvement.
2. What a great wellbeing program looks like
Wellbeing programmes usually fall into three broad categories:
• Wellbeing modules that feature as part of training, development and leadership programmes. This includes modules covering personal performance, nutrition, energy levels, stress management, relaxation, work-life balance, sleep and fitness. Modules can be included as part of existing training programmes or can be designed as free standing wellbeing training programme delivered as a single half day session or as a weekly program.
• Group or individual initiatives that are run on-site as part of an Employee benefits package. These initiatives include group fitness sessions, yoga classes, Pilates sessions, running club, fresh fruit deliveries, healthy cooking and individual lifestyle or nutrition coaching programs.
• Health Fairs on your premises. These events raise awareness of healthy living initiatives and can include health screenings, fitness measurements, competitions, cookery challenges and taster sessions for a variety of group or individual initiatives. Chances are that your wellbeing programme will be made up of a combination of the above elements with a flexible approach to rolling out each element so that you can put your time, effort and budget into the areas where it will have most impact and organically grow into the most effective wellbeing programme for your organisation over time.
3. It all sounds great but don’t these programmes cost a lot of money?
Not as much as you might think. If you plan your wellbeing programme correctly, every initiative will be carefully targeted and you’ll be certain that you’re getting maximum value for money from every pound you spend. It’s a good idea at this point to begin viewing expenditure on wellbeing as an investment rather than a cost. It’s only a cost if you don’t know how the money you spend will benefit your organisation in the long run but, like all successful business ventures, if you know your wellbeing programme is generating more value to the business than the cost of running it, you’ll know that every pound invested leads to a tangible return on investment. And that return on investment can be quite considerable. Research has shown that carefully targeted programmes can generate an ROI of up to £84.90 for every £1.00 spent on wellbeing.
4. Who pays for the services – the business or the employee?
2. What a great wellbeing program looks like
Wellbeing programmes usually fall into three broad categories:
• Wellbeing modules that feature as part of training, development and leadership programmes. This includes modules covering personal performance, nutrition, energy levels, stress management, relaxation, work-life balance, sleep and fitness. Modules can be included as part of existing training programmes or can be designed as free standing wellbeing training programme delivered as a single half day session or as a weekly program.
• Group or individual initiatives that are run on-site as part of an Employee benefits package. These initiatives include group fitness sessions, yoga classes, Pilates sessions, running club, fresh fruit deliveries, healthy cooking and individual lifestyle or nutrition coaching programs.
• Health Fairs on your premises. These events raise awareness of healthy living initiatives and can include health screenings, fitness measurements, competitions, cookery challenges and taster sessions for a variety of group or individual initiatives. Chances are that your wellbeing programme will be made up of a combination of the above elements with a flexible approach to rolling out each element so that you can put your time, effort and budget into the areas where it will have most impact and organically grow into the most effective wellbeing programme for your organisation over time.
3. It all sounds great but don’t these programmes cost a lot of money?
Not as much as you might think. If you plan your wellbeing programme correctly, every initiative will be carefully targeted and you’ll be certain that you’re getting maximum value for money from every pound you spend. It’s a good idea at this point to begin viewing expenditure on wellbeing as an investment rather than a cost. It’s only a cost if you don’t know how the money you spend will benefit your organisation in the long run but, like all successful business ventures, if you know your wellbeing programme is generating more value to the business than the cost of running it, you’ll know that every pound invested leads to a tangible return on investment. And that return on investment can be quite considerable. Research has shown that carefully targeted programmes can generate an ROI of up to £84.90 for every £1.00 spent on wellbeing.
4. Who pays for the services – the business or the employee?
It’s up to you whether you’d like to ask staff for a contribution to the programs you’re implementing but in our experience the impact is much greater if the business covers the cost, as it would for any other form of training, education or employee benefit. This sends the message that your organisation values the health and mindset of its people and wants to help develop this aspect of their lives as much as it would any other area of their professional and personal development.
To read the FULL report on how to set up a successful and profitable wellness program, visit www.the-tonic.com for your download.
To read the FULL report on how to set up a successful and profitable wellness program, visit www.the-tonic.com for your download.
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