Wellbeing: Putting Theory Into Practise


Last month, I discussed the importance of having a robust wellness policy in place to ensure your people are supported in the best way possible. Many organisations already have some sort of wellness policy in place, but the problem is that many are either limited, expensive or people just aren't interested. In reality, we need to be aiming for inclusive, connection positive programmes that have a high ROI (return on investment). So, what markers do we need to follow to ensure we're getting the best out of our programmes? Here's a little tool to  help you find out:

  • Realistic - Is the programme realistic? Is it within your budget and your means of control and importantly, will people be interested in it?
  • Chemicals - Does your programme help to release those positive long term social chemicals that I mentioned last month?
  • Connections - Does your programme give the opportunity for people to collaborate and get to know each other?
  • ROI - Do you have the processes in place to help monitor your ROI on the programme and other options available if you're not getting what you and your people need from it.

Remember, that this process isn't just about looking for a new programme, it can be used to assess your current wellbeing policy and see if there are any gaps. All organisations are different so there is no one correct blanket solution for everyone. It might take a little time, but when you get those positive outcomes and find greater productivity, you'll find it was worth the effort you put in.

Now I wouldn't leave the end of this discussion without a few suggestions to help kick-start your work into creating your own successful policy so....

  • Health snacks - it's simple, people like free food! Making it healthy shows you care about your employees physical health and it can help save time if provided before team meetings or project collaborations. People like to chat while they snack, so we also see those positive connections being made (like the water cooler talk).
  • Gym affiliation/workout clubs - this shows an interest in an individuals' personal physical health and engages those with a competitive edge. Many gyms will even sort a group discount if you sign up enough employees - it can't hurt to ask!
  • Lunch and Learn events - these mini events are a chance for your employees to get to know each other and the areas of the business that they might not normally get to engage with. You could allow team members to present on something they're interested in or discuss important company updates.
  • A coaching or mentoring programme - Some people in your company may actively search for a mentor but others will need a little more structure. Offering an optional mentoring session on a weekly or bi-weekly basis can help team members to improve in their roles, plus research suggests that retention is 25% higher for employees who engage in company sponsored mentorship.

Of course tackling all this can be quite daunting, but that's where we can help. Robin Lodge Associates has plenty of experience bringing teams together, developing mentors and supporting the development of those important connections. We've got a range of tools at our disposal too, such as An Even Better Place To Work, to help you take the first steps, or can even assist with management coaching sessions. Just get in touch and we'll help you take the first steps to a more positive and productive working environment.

Have a great week!

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