A wellness programme demonstrates employee health and wellness is a priority. Not only that but employees are at the forefront of the company’s mind. A wellness programme can reduce absenteeism, improve productivity, reduce injuries, boost morale and improve employee loyalty. An academic study has shown that the return on investment for some workplace health initiatives can range from £2 for every £1 spent to £34 for every £1 spent.
One-size doesn’t fit all
Wellness programmes need to be customised to your specific workforce. First of all, what may be of interest for one company may not for another. The approach needs to be unique to staff and frequently reassessed to see if improvements can be made. Secondly, consult employees to deem what is relevant to them, surveys/polls or focus groups can help you to do so. Thirdly, create the wellness strategy and put into place the employee offerings. Finally, set an outcome you would like to see and then engage your workforce in the health and wellness plan. Internal communications, promotional content around the office, national health campaigns and challenges can all help to capture your businesses attention. Analyse the results against the desired outcome and reassess if changes need to be made to the plan.
Focus on relevant topics to your workforce
Identify employee interests and needs in order to determine the direction to help mould your wellness strategy. If back pain, smoking or lack of physical activity are prevalent issues within your workforce. Consequently, provide solutions to tackle those needs.
Offer staff benefits
Incentives encourage employees to make healthy lifestyle choices and maintain those behavioural changes. Health and wellness services available to staff can include discounted gym memberships, health assessments, wellness days, mindfulness and relaxation classes, and much more.
Help with stress management
Workplace stress has become the norm within businesses. However, it leads to employees burning out and leaving the company. Thus, creating a high staff turnover. Common causes of stress include heavy workloads, unrealistic deadlines, or feeling underappreciated. Employers can help their staff with coping strategies to minimise the impact of stress and ensure they feel supported within their workplace.
Emphasise a balanced work and home life
Work-life balance needs to be an essential element of that programme. It reduces stress levels, increases job satisfaction and motivation, increases job security and improves focus. Therefore, try to understand behaviours around work-life balance and this will make line managers more successful. Wellness interventions will only work if they meet the employees needs. For example, provide staff with flexible hours or more annual leave. When you have employees who are happy with their work-life balance, it will reduce staff turnover, reduce absenteeism and improve productivity.
