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.
From our experience of managing Covid-19, there is no doubt our mental health has been impacted, we are now acutely aware of the importance of managing our own mental health and encouraging those we care for to do the same.
A well-being strategy should be integral to people management.
In identifying suitable new initiatives and programmes, be mindful employees have different needs, one programme will not suit all.
I have put together links to resources that can be helpful in developing a holistic wellbeing strategy.
To access these resources simply click the individual bullet points below.