What is a workplace wellbeing strategy?
It’s essential that workplaces are committed to improving the quality of working life for their staff by providing a healthy working environment.
The length of time individuals spend at work justifies the importance of promoting health and wellbeing in the workplace, and having a well-defined wellbeing strategy can have positive outcomes both for employees and the employers.
Studies have shown there is a correlation between the psychological wellbeing of employees and positive organisational outcomes, such as reduced levels of sickness absence and enhanced productivity and performance.
Through integrating wellbeing in all work activities and practices, a positive environment can be created that is compatible with promoting staff engagement, performance and achievement.
The Chartered Institute of Personnel and Development (CIPD) defines wellbeing as:
“Creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation.” – CIPD 2016
A wellbeing strategy should bring together any initiatives already in place within the organisation for supporting and maximising the health and wellbeing of staff.
Through the co-ordination of current wellbeing activities and the identification of further opportunities, an action plan can be established that consolidates existing work and achieves additional progress.
A wellbeing strategy should ensure that:
Aims and objectives
The strategy should aim to demonstrate a commitment to employee wellbeing that creates:
A wellbeing strategy’s objectives should be to bring together all those with a role to play in relation to the health and wellbeing of the organisation’s employee population.
Once the strategy has been agreed it’s essential that it is shared with all employees and leaders to increase understanding and achieve optimal buy-in. Clear responsibilities need to be defined for all roles within the organisation so that everyone is aware of the role they play in the successful implementation and execution of the wellbeing strategy.
Senior Management Team is responsible for:
Managers are responsible for:
Employees are responsible for:
It’s important that Key Performance Indicators (KPIs) are established and reviewed so that a return on investments can be identified. Data should be collected before the implementation of the wellbeing strategy and a review of comparable data (year-on-year) can then be conducted.
This data could include:
What does your organisation need to do?
Our free Workplace Wellbeing Questionnaire will help you assess the strengths and weaknesses of your organisation when it comes to wellbeing and quality of working life.
Once you have completed the 10-minute questionnaire, you will be signposted towards useful tools and resources to help you develop and improve your own Workplace Wellbeing Strategy.