Companies can measure the impact of their wellbeing investments by using a combination of quantitative and qualitative methods. Some common methods include: Employee Surveys: Surveys can be used to gather information from employees about their health and wellbeing, as well as their perception of the impact of the company’s wellbeing initiatives. Surveys can include questions
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A comprehensive company wellbeing strategy typically includes the following elements: Employee engagement: This involves encouraging employee participation in the development and implementation of the wellbeing strategy. Understanding the employees wellbeing experience will give an indication of how engaged or disengaged employees. Beyond health and wellness programs: Whilst a lot of attention has been given to
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Wellness washing, also known as “greenwashing” or “healthwashing,” refers to the practice of making false or misleading claims about the health benefits of a product or service in order to appeal to consumers’ growing interest in wellness and healthy living. In the United Kingdom, wellness washing has become a growing concern as more and more companies look to capitalize on the trend by making false or misleading claims about their products or services.
Read MoreOver the last 5 years I have witnessed many organisations investing in benefits and wellbeing solutions without actually identifying the challenges their employees face or indeed which employees actually face challenges. We have all seen the mental health statistics of ‘1 in 4 experience mental health issues’ and seen reports of ‘up to 60% of employees experiencing sleep issues’, but are investments in mental health first aiders or sleep advice really working? Do these solutions work for all those that are suffering?
Read MoreEmployee Wellbeing has been a hot topic for many years now, but as we start to see it transition from a trend to a workplace staple it’s important to look at how we really look at employee wellbeing and make sure we’re doing it correctly.
Sometimes we need to ask the big questions, even when they sound odd at first. In this case: Will employee wellbeing ever rule the world?
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Over the last 5 years I have witnessed many organisations investing in benefits and wellbeing solutions without actually identifying the challenges their employees face or indeed which employees actually face challenges. We have all seen the mental health statistics of ‘1 in 4 experience mental health issues’ and seen reports of ‘up to 60% of employees experiencing sleep issues’, but are investments in mental health first aiders or sleep advice really working? Do these solutions work for all those that are suffering?
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