How to Create a Workplace Wellbeing Programme

Are you responsible for creating a workplace wellbeing programme? 

If so, don’t be daunted. Imagine the possibilities.

What if you could proactively implement a wellbeing programme in your workplace that made staff feel happy, healthy and committed to working with you. What if your workplace was so great that the right people wanted to work there? 

Every workplace can achieve this. So how can you make it happen? 

Here we share the Innerfit G-R-O-W framework to designing the right wellbeing strategy and programme for you and your company. 


team together sunny background teamwork happy.jpg

Before You Begin: Sell The Importance Of Workplace Wellbeing to Your Line Managers


Don’t fall at the first hurdle.

Before taking any steps towards designing and implementing a wellbeing programme, you need senior leadership buy-in. 

This year’s CIPD Workplace wellbeing report states, ‘Employers can introduce a suite of exemplary well-being policies and make a serious investment in employee health, but if their activity is not rooted in how people are managed, a supportive and inclusive culture and committed leadership, it will not have real impact.’ Financial decision makers within your organisation want to see evidence of ROI before implementing a wellbeing programme. 

Step 1: Goals 

To lead you must first know where you are going. 

Setting a clear wellbeing strategy is an essential step to getting the best possible outcome.

66% of private sector companies in the UK act flexibly on an ad hoc basis according to individual needs. According to the CIPD’s 2019 Health and Wellbeing at Work. The same research shows 55% of companies agree that their senior leaders have employee wellbeing on their agenda but that 48% believe they are much more reactive than proactive.

  • Setting the strategic direction may involve answering some tough questions: 

  • What business performance goals do you want to impact with wellbeing?

  • What wellbeing goals do you want to achieve? 

  • How will you measure wellbeing goals over time and prove your strategy is working?

     

Every individual is unique, as is every company. Some will aspire to winning wellbeing awards, others might aim to reduce sickness, increase productivity, develop loyalty or simply to make the whole team feel happier.

Setting concrete objectives is the first step to making your goals a reality.

You must also define the scope of your wellbeing offer. 

Workplace wellbeing is more than just providing the basics, promoting good hygiene and offering rewards for good attendance. A wellbeing programme done well proactively support the mental and physical health of every employee, at every level. They provide a series of physical and psychological activities to create a happy and healthy working environment. 



Reality 

Understanding what wellbeing (or lack of) is costing your business can be a powerful motivator. Begin by understanding what the team actually want (versus what they get) through focus groups, questionnaires etc to generate cost-saving insights on where wellbeing investment should be made.

Do you actually know what your colleagues want?

How do you score today for wellbeing versus where you want to be?

Once you understand the gap between reality and target, you can assess the different options. You might want to try answering the question:

To what extent does our company promote health & wellbeing through:

  • movement (e.g. daytime activity, musculoskeletal conditions)?

  • nutrition (e.g. advice on healthy eating, canteen)?

  • mindset (e.g. resilience training, counselling)?

An honest and accurate appraisal enables you to precisely tailor a programme that answers needs and achieves results.


Options

What wellbeing options exist, and how do they compare in terms of return on investment?

Depending on what existing wellbeing activities you offer, you might need to add, subtract or change. 

Once you’ve set some clear goals and understand your reality, this is when you start weighing up the different options to find the right fit for your team. Depending on what existing wellbeing activities you offer, you might need to add, subtract or change.

Will

What will you do next? Do you have the will power to actually deliver?

With knowledge of the different options available to you, you can now design and implement your strategy.

Measure and evaluate the impact of each activity against your goals, learn and refine over time, be bold, try different things.

If you want help designing your own workplace wellbeing programme then get in touch. Our Discovery Process is designed with you in mind.

Chris Pinner