Like any strategy there needs to be a linkage with the organisations overall business objectives and direction, accompanied with a SWOT analysis, identifying where improvements are a necessity – such as attendance, attraction and retention of staff.
The organisation’s strength of leadership, values, typical working hours, communication, team behaviours and relationships, task ownership – all impact staff wellbeing, requiring a holistic approach. Employees bring their whole selves to the workplace, and wellbeing strategies should be all-encompassing their wider needs.
Essential to successful implementation depends upon a desire at Board level to address it. This can be accelerated by having a meaningful discussion on the impact of such a plan; asking questions like – what will work for the organisation, our people and how important is wellbeing to us.