Getting Started With Workplace Health and Wellbeing Initiatives

Your company has decided to improve upon its employee health and wellbeing initiatives. That’s great – but how do you get started and lead change? You know that you’re making the right decision, but workplace wellbeing initiatives can be time consuming and complicated.It also often sits with an over stretch function like HR or Safety teams. If you’re going to be investing time and money into developing new programs, you want to know that they’re the right programs. You want to know that they’re going to be useful to your employees and that they’re going to make a difference. Understanding how mature your organisation’s health and wellbeing strategy is usually a good place to start. This will help you highlight areas of focus to achieve a more integrated and effective strategy.

How to Secure Commitment

To have a visible and effective Health and Wellbeing strategy, it’s essential to get commitment (and active involvement / endorsement) from the top-down. The old adage “a fish rots from the head down” rings true here. Employees being onboard means very little if the C-suite isn’t involved. Employers need to provide leadership, prioritise mental and physical health and wellbeing, and ensure that everyone is working together towards a shared goal.

Generally, the easiest way to get buy-in from executives and managers alike is to explain how important a commitment to wellbeing is. Once key stakeholders understand that better employee health means better, stronger businesses, and once they understand the organisation itself is poised to make a difference in the health of its employees, they will usually fall in line. For this reason, it is crucial to always have programs that are focussed on clear and tangible outcomes from the start (whether that would be an increase in health literacy or a reduction in injury rates).

Once a commitment has been secured, the organisational needs to display that commitment through meaningful actions. When employees feel supported, it becomes more likely that they will be able to improve their health and encourage others to do the same. Here are ways an organisation can show its commitment:

⦁ Don’t lip service – be genuine about your commitment. Your employees will sense it.
⦁ Have your executive team launch and participate in health events (walk the talk).
⦁ Communicate clearly where Health and Wellbeing fits in the company’s values and ethos
⦁ Identify workplace health issues early.
⦁ Educate your workplace on health and wellbeing.
⦁ Develop processes and policies to support and drive better health outcomes.
⦁ Start healthy group activities and routines to stay active and connected, even during confinement.
⦁ Having Health and Wellbeing initiatives easily accessible to all employees
⦁ Identify workplace health and wellbeing champions.
⦁ Organize meetings and keep each other accountable.
⦁ Respond swiftly to risks against employee health and wellbeing.
⦁ Create processes by which health and wellbeing can be supported.

The more visible your initiatives are, the safer employees will feel — and the more likely they will be to come forward if they are struggling. The higher your levels of transparency, the more likely you are to be able to manage employee health effectively.

What challenges does it tackle?

Reducing onsite accidents

These cost Australian businesses $61.2B a year.

Reducing onsite accidents

These cost Australian businesses $61.2B a year.

Reducing onsite accidents

These cost Australian businesses $61.2B a year.

Reducing onsite accidents

These cost Australian businesses $61.2B a year.

How it works

Our qualified professionals coach and educate your team to recognise your body’s warning signs that signal it’s time for a physical and mental reset. Delivered onsite, your team can put theory into action within their own work environment, which increases uptake and memorability while recruiting champions from within your team helps the change become part of the culture.

We understand every workplace is unique, so we use a 4-step approach to understand exactly where we need to focus.