Building a wellbeing programme that works for the people

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Health Assured team

30 July 2019

Employee benefits, reward schemes and wellbeing programmes have a tendency to be reactive.

That’s all right, in some cases—but for the most part it’s the wrong way to go about it.

Focusing on solving problems and dealing with issues that have already taken root is nowhere near as effective as preventing them from starting in the first place. When you’re proactive, and you head off as many potential issues as possible, you build an inclusive environment that allows people to flourish. You’ll boost resilience, confidence and productivity.

Of course, not everyone has the same problems, and you can’t fix every issue in the same way. It’s always good to tailor the help you offer to the people who receive it. It’ll be more effective, and your people will feel more valued, knowing that you took the time to do it the right way.

Health Assured have a wealth of experience in helping people and organisations solve wellbeing problems—here are some great tips to making wellbeing work for the varied and unique people in your care.

Set unique goals, and ask for active feedback

When you set up plans for the health and wellbeing of your people, the first thing you should do is decide exactly what you want to achieve. But—and this is where most ideas fail—you should do this individually for all the people in your care.

This might sound like a lot of work, but it’s more than worth it. In the same way that all your staff will have different performance expectations and measurements, they should have different measurements of wellbeing.

Where possible, talk to them all, one to one, and ask what they would like to see from a wellbeing programme. Some of the answers will surprise you. It’s the best way to make sure every single angle is considered. Make this a regular thing—set up a dedicated email for suggestions, and ask about how people feel the programme is serving them during performance reviews.

It’s a good idea to offer an anonymous option, when asking for feedback. Services like Surveymonkey are perfect for this.

Use technology

We don’t mean literally implant tracking technology in order to monitor wellbeing—that would be a bit much for even the most switched-on Silicon Valley hub—but there’s a lot of less-sinister tech you can use to get your wellbeing efforts underway.

Consider supplying or subsidising wearables, which measure people’s activity and fitness levels over time. Not every employee will want to use these—some will have concerns over privacy and data collection—but for the ones who take up the idea, it can be fun.

Gamifying these wearables, and the apps they use, is a brilliant way to drive engagement. Offering prizes and recognition for, say, the employee who walked the most miles, or hydrated the most efficiently in a given month, will allow people to feel personally connected to the initiative.

Walk it like you talk it

Leaders and managers should be visibly practicing the same ideas that you suggest to staff. You can even make some friendly competition out of this, using the wearables idea outlined above.

Of course, leaders benefit just as much from wellness programmes that are geared toward them specifically, so make sure they have the same opportunities to feed back their ideas.

Health Assured are industry-leading experts in the health and wellbeing of employees, looking after 10 million lives across 50,000 organisations. Should you be looking for a wellbeing programme that works for you and your people—one that truly cares for and about every single client—contact us today to talk about what we can do for you.

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