Updated: Apr 19, 2020
Many organisations offer a long list of well-being products to their employees from discounted gym memberships, free fruit to counseling services and think that they are doing their bit for the health of their employees. They also wonder why employee sickness levels remain high and why hearts and minds are not won when it comes to employee opinion on this topic.
Many employees feel ‘checked up on’ when they have a sick day. They don’t feel able to take time away just rest their brains.
It’s no longer enough just to push out a list of interventions and hope that employees feel empowered to use them or more importantly know how and where to access them. Those who’ve had decent on -boarding may know where to go and what to do to use the services but many don’t feel able.
Having a health and well-being strategy and leadership and employee role modeling ensures that people feel able to talk about their health issues in a culture that is supportive.
Steps to writing a strategy
1. Establish the purpose
Why are you investing in employee well-being? What is the reason/purpose? Is it solving a problem? What are the gaps in current provision?
E.g retention or absence rates
Leadership buy-in? Leadership buy in is about leaders role modeling not just being the figure head of well-being in corporate communications. It’s about visibility of using the provision and telling the story of how it has helped them. It’s role modeling behaviors that encourage people to be serious about their health. Lip service and a picture on a corporate brochure just won’t cut it. People need to know their leaders are human too and have experienced similar issues themselves.
2. Developing the strategy
What’s the vision? What are the responsibilities of key people?
Is there a budget?,
Key metrics? don‘t just measure attendance at events.
Take data from employee surveys to determine what people are saying or carry out employee temperature checks.