A wellbeing strategy can be daunting. It can be tricky to not only know where to start but also which elements to include. There is the time it takes to not only research, but to write up the plan as well. It can feel like by the time you’ve done all of that it’s ready to be reviewed again.

 

There are benefits in investing time and focus. A strategic approach to wellbeing supports the other organisational goals of the business. Taking your duty of care for your employee’s wellness helps you to maintain a happy, healthy and engaged workforce. A workforce who are more productive, better resilient to change and more likely to remain.

 

Here we highlight the 4 first steps you would take in writing your wellbeing strategy.

 

Identify your problem

Wellbeing covers a wide array of topics and activities. You may or may not have a hefty budget. If you do, you may be throwing money at the wrong things and not having the desired impact. (This can then cause problems in trying to secure budget in the future) If you don’t have the budget, it is even more important to understand where you need to direct your activity.

 

One of the best ways to understand the issues is to ask. A simple survey, anonymous often works best. Alongside focus groups can help you to gain a real insight into the hot topics which need addressing.

 

Quite literally be all ears. Listen to what people are saying in passing. Take note of the staffroom chatter. It’s amazing what you will pick up. (Just take care not to breach confidentiality!)

 

Understand what your people want

Once you understand your key challenge areas, you need to understand how your people would want them fixing.  Getting their engagement early on is really important. According to O’Boyle and Harter (2014) you need 80% employee engagement for a wellbeing strategy to be effective. Take the steer of your people to get engagement from the outset.

 

Consider the different branches of wellbeing

Wellbeing isn’t just about our mental health. It covers our physical health, financial health and our social health too. Considering a more holistic approach to wellbeing will help to identify which areas of wellbeing you need to focus more on.

 

Gain senior leadership buy in/ sponsorship

You may be the champion, the cheerleader for wellbeing in your workplace. But you do need that support from above. This is important not only in securing budget; but ensuring that your key messages are supported from the top. A really helpful way of gaining buy-in from senior leadership is to clearly show the direct link between wellbeing and the key performance indicators of the organisation.

 

If after reading this you’re still thinking “but what next?” Or “I still need the time to write it up”, why not join us on our 1 day “Write your Workplace Wellbeing Strategy in a Day” course. You will gain more in-depth support and insight and have your strategy written by the end of the session.

 

It does exactly what it says on the tin. And is designed for managers, wellbeing leads, and those who have been informally allocated the task of wellbeing within the organisation. The best bit is the session will be fully collaborative. You will have the opportunity to get creative, to work with others and enhance what you would have created working alone. All in a single day.

 

Jennifer.rawlinson@flourishinmind.co.uk

 

https://flourishinmind.co.uk/online-event/