How to Implement an Effective Workplace Wellbeing Program

There are big rewards to be gained from an effective workplace wellbeing program: better health and wellbeing for employees, a better bottom line for employers, and becoming an employer of choice by promoting a culture of wellbeing at work.

With mental-ill health as the leading cause of time off work, employers need to be taking meaningful action to look after the mental health and wellbeing of their people. 

This blog covers the six key planning steps and considerations to include when setting up your workplace wellbeing program to ensure it's a success. These are:

1 - CONDUCT A NEEDS ASSESSMENT

2 - GET SUPPORT FROM THE LEADERSHIP TEAM

3 - ESTABLISH A WELLBEING COMMITTEE

4 - DESIGN AND IMPLEMENT A PROGRAM WITH VARIETY

5 - ENCOURAGE PARTICIPATION THROUGH STRATEGIC COMMUNICATION AND INCENTIVES

6 - MONITOR AND EVALUATE THE PROGRAM

Read on as we explore and explain each one...

1. CONDUCT A NEEDS ASSESSMENT

A needs assessment is a process of gathering information to determine and prioritise the needs of employees, while also considering the measures already in place to support wellbeing in the workplace.

It asks questions such as:

• What do employees want out of a wellbeing program?

• What spaces are available onsite for wellbeing activities?

• What time slots would people prefer?

Employee wellbeing assessments that are anonymous and confidential can be useful in identifying particular challenges and health issues affecting people’s wellbeing at work. Gathering this information is a key first step to developing a workplace wellbeing program because it helps the employer to design programs and services that are most beneficial to both the employee and employer. 

2. GET SUPPORT FROM THE LEADERSHIP TEAM

A successful workplace wellbeing program depends on the support and commitment from senior management. A culture of wellbeing is created through integrating health and wellbeing into the business’s overall purpose, mission and vision. Senior leaders can then speak to how this program supports strategic objectives and contributes to the business’s overall success. Getting involved in the activities alongside other employees is a great way for senior leaders to build enthusiasm and participation in a wellbeing program.

3. ESTABLISH A WELLBEING COMMITTEE

After conducting a needs assessment and gaining support from management, creating a wellbeing committee is a great next step in building and sustaining wellbeing culture in the workplace. This committee could help drive support for the workplace wellbeing program, and take responsibility for key processes. These may include things like evaluating current programs and policies, developing a wellbeing action plan and policy including the specific goals and objectives, and assisting in the implementation, monitoring and evaluation of the program. Goals and objectives should be directly linked to the needs identified at step 1. 

4. DESIGN AND IMPLEMENT A PROGRAM WITH VARIETY

Designing a wellbeing program that appeals to all employees is a challenge, as people have different individual needs and preferences. One way to overcome this is to create a variety of options for employees to choose from. Incorporating different aspects of wellbeing can help create a well-rounded program that maximises engagement. For example, offering a walking group alongside activities like yoga and mindfulness will likely appeal to different people.

5. ENCOURAGE PARTICIPATION THROUGH STRATEGIC COMMUNICATION AND INCENTIVES

Creating enthusiasm and excitement for a workplace wellbeing program will help drive employee participation. Employers need to let employees know what’s happening, why it’s happening and what they will get out of it. People who are already passionate about health and wellbeing are likely to champion a workplace wellbeing program, and are key in generating support from the wider team. The leadership team and wellbeing committee can also help motivate employees in this stage of the process. Incentives such as team challenges and raising money for a charity can be great ways to boost engagement and help get the program off the ground. 

6. MONITOR AND EVALUATE THE PROGRAM

The final step in implementing a successful workplace wellbeing program is making sure you can measure change and track progress. This phase should look at things like:

• What’s going well?

• What’s not working so well?

• What is the level of participation and how has this changed over time?

Repeating initial survey results can be useful here too. Getting feedback from employees helps in identifying problems and finding new solutions to ensure the program is effective and valuable in achieving its goals and objectives. 

Looking for support to create a successful workplace wellbeing program in your organisation?

As behaviour change specialists with qualifications in psychology and counseling, we’re well equipped to guide your business in creating a successful workplace wellbeing program. We can support you in working through these steps, or to assist you in revising and updating an established program. 

We combine strategy with support to achieve incredible results for our clients, and are committed to supporting you and your team along the journey of change.

Here’s how we can help your business and take the wellbeing of your employees to the next level…

• Create a tailored wellbeing strategy to suit the needs of your employees and organisation 

• Deliver evidence-based wellbeing programs to support energised, engaged and high-performing teams

• Provide ongoing coaching so employees can practice and integrate new skills and apply them in the workplace

To find out how we can help you in 2024, get in touch here. 

Take care,

Alexis