Improvements in employee health outcomes, satisfaction, productivity and retention are just some of the benefits associated with workplace wellbeing programmes, along with helping to reduce costs associated with absenteeism and healthcare.
Despite wellbeing initiatives being a key part of employee benefits offerings, poor engagement can be a particular struggle, even when making significant investments. This is often because of complicated access procedures, lack of communication and personalisation, as well as a failure to tackle the needs of employees.
To address these issues, three key principles can be implemented: accessibility, ease of use and relevance.
Raise awareness through effective communication
If employees are unaware of what’s on offer, even the best wellbeing initiatives are likely to fail without consistent and multi-channelled communication. To ensure wellbeing benefits are visible to all employees, staff should receive regular updates via emails, newsletters and team meetings. To help streamline the programmes on offer, the provision of a dedicated internal portal will allow employees to access everything they need in one location, avoiding confusion and increasing uptake.
Digitalise to improve access
We believe the digitalisation of wellbeing services represents one of the biggest advances in programme engagement, by removing traditional barriers to participation.
There are so many benefits to the use of digital platforms, with increased accessibility, particularly for remote and hybrid workers, perhaps being the most obvious. Employees can utilise wellbeing resources anytime and anywhere, with mobile applications and online portals removing location constraints.
Digital tools also offer options such as reminders, gamification features and self-service components, which help to boost engagement amongst employees, whilst personalisation capabilities allow employees to receive recommendations tailored to their unique needs.
Employers can also make use of data-driven insights to monitor programme effectiveness in real time, helping them fine tune their wellbeing strategies and focus resources where they will have most impact. From an operational efficiency viewpoint, digitalisation reduces administrative burdens on HR teams and integrates systems with existing HR platforms too.
Lead by example
Leadership must set a precedent. Employees are far more likely to engage in wellbeing programmes when they are actively promoted by a leadership team who visibly participate in initiatives themselves. Not only does it serve to signal the importance of wellbeing within the company as a whole, it also encourages employees to explore the resources available to them. The sharing of success stories from those who have benefited from wellbeing programmes is particularly powerful, as these narratives highlight the real-world value of such initiatives.
Once size does not fit all
No single approach to workplace wellbeing will work successfully for all employees and organisations. To effectively understand what employees need and value in terms of wellbeing, regular surveys and feedback mechanisms are essential to build a comprehensive picture.
Programmes which recognise that different employees face different kinds of challenges are often the most effective, as are those which offer personalised recommendations based on employee demographics, interests and circumstances.
In order to highlight which programmes connect most with employees and which require refinement requires a data-driven approach. Qualitative insights, along with quantitative data, can be collected through regular feedback, helping organisations to refine programmes as required. It’s also important to be adaptable and update wellbeing offerings based on changing workplace dynamics and emerging needs.
Connect the dots
Organisations leading the way when it comes to wellbeing initiatives recognise that addressing health issues in isolation is not sufficient. They understand the importance of taking psychological, physical and social factors into account, which are not only interconnected, but also influenced by, not just workplace stress, but family issues, financial pressures, sleep quality, nutrition and activity levels.
Wellbeing programmes which incorporate stepped or matched care models encouraging employee participation in self-help and guided interventions, alongside clinical support, are often the most successful.
Workplace culture is also key. An organisation that actively talks about and promotes workplace wellbeing will see a greater uptake in the support available. Health and wellbeing becomes a priority in organisations where programmes are accessible, user friendly and relevant to employee needs, resulting in a more engaged, productive and resilient workforce.
The impact is huge
Employees are more likely to demonstrate greater commitment, innovation and collaboration at work when they feel supported in their wellbeing journey, which in turn leads to less absence.
Employees will likely see an overall improvement in their quality of life, which in turn leads to enhanced wellbeing and satisfaction at work. Surely that can only be a good thing for everyone.