A successful employee wellbeing programme always has a positive impact on a firm’s productivity. Happy employees can make all the difference in creating higher productivity in the workplace. However, implementing the change needed to create an employee wellbeing initiative that succeeds is often overlooked. So, how do you develop employee wellbeing programmes that stand the test of time? Here are 3 steps to developing a successful employee wellbeing programme that works for your company.
The first step to developing employee wellbeing programmes that work is to embrace individuality. Everyone has a different view of work, and their motivations differ. An organisation has to understand that and ensure that any intervention put in place as part of the wellbeing program focuses more on the individual.
Rolling out wellbeing interventions across the board without this consideration will lead to wasted opportunity and not many people might subscribe to it and more importantly can frustrate employees who feel that their needs have been ignored. One size does not fit all. Rather than rolling interventions top-down, start asking what interventions would help the employees. Roll it up and that would give you a realistic view of where you need to focus.
What works for some doesn’t work for others. Seems simple enough, right? But sometimes the simplest things can be overlooked. How each employee engages with an initiative is different. Keeping this in mind is crucial to building a successful wellbeing initiative that really works. It’s vital to take the individuality of your employees into account.
Where some individuals may need yoga, others may respond better to good old-fashioned paintball. Implementing change management processes to understand what your employees want and what will work for them will lead to a strong initiative that works for your employees. Embracing the uniqueness in your employees will create positive employee engagement and experience, which can make all the difference in long term higher productivity. Understand and appreciate the individuality of your employees to develop a successful wellbeing initiative. Remember if we were all made from the same mould, we’d be a world of clones, there’d be no charm or vibrancy left.
Lip service doesn’t get you far
We often find organisations or teams that put wellbeing initiatives on the lowest spot on their to-do list. Effectively using change management to see the importance of creating a successful wellbeing initiative can make all the difference. At KAYA, we have found that companies that integrate wellbeing into their core values generate healthier and more positive employee engagement which leads to happier clients.
There is still a lot of stigma associated with wellbeing as the term wellbeing immediately conjures the image of health or mental challenges. In reality, wellbeing covers a broader financial, social, societal and professional wellbeing too. It is therefore important for the leaders and managers to demonstrate that there is no stigma associated with accepting help or becoming part of an intervention.
We have seen some big organisations like PWC take wellbeing seriously. The leaders drive the whole wellbeing agenda and they started gaining the trust of the team by sharing their wellbeing challenges and what they have done to overcome them. It demonstrated to the entire organisations the commitment of the leadership team.
Successful organisational development deeply links to the overall wellbeing of the organisation’s staff. To create a successful wellbeing initiative, it must be valued as a core strength of an organisation rather than just an afterthought. Not only will this lead to a better employee experience, but it will lead to better organisational development.
So now you’ve got everything set up, and the job is done? Not quite. Long term wellbeing initiative isn’t just installed once then forgotten. To develop a successful employee wellbeing initiative, you need to engage with it regularly. Change management is successful when it shifts how people within the organisation are engaging and behaving. But, how do we know if it works if we don’t keep track? How do we measure what’s happening to the organisation if we don’t reflect? That is where evaluation comes in to play. Creating an environment that allows for positive employee engagement needs practical and regular assessment.
Listening to employee feedback, regularly assessing the initiative, and staying focused on the long-term goals will lead to far more effective action. That will not only increase employee engagement but also alter the values of everyone involved, promoting healthy organisational development. Listen, remain engaged and regularly evaluate to ensure your employee wellbeing initiative is a success.
KAYA, helps leaders and people directors to identify individual wellbeing challenges and helps create support plans to address the challenge. If you’d like more information on how to get started with your employee wellbeing initiative, contact us or click here to register for a free trial.