Designing a Wellbeing Program Once you have gathered the data that informs you of the health and wellbeing needs of your team, it’s time to act…to do something meaningful with that information. Designing the initiatives relevant to the needs of the team requires a consideration of the following at least the following: • • • •
The needs of the team Support from management Time and capacity to implement initiatives Budget
In addition, you will need to consider how you will measure the future success of your wellbeing program – the success factors. What are you trying to achieve from it? Perhaps you are seeking: • • • • • • •
Increased engagement & satisfaction Higher productivity & outputs Greater efficiencies Higher customer satisfaction ratings for better customer feedback Lower staff turnover rates Reduced absenteeism Shorter periods of absence when team members are away ill
An investment in the health and wellbeing of your team not only has wonderful for the individual who is healthier and happier but there are also complimentary benefits for the business…it really is a win-win situation.
Tips for Stretching your Wellbeing Dollar Many people believe that Wellbeing programs are the realm of big business with big budgets and staff dedicated to health and wellness but it doesn’t need to be that way. Every business, regardless of size or budget is able to implement a wellbeing program, they key is tailoring it to the needs of the team and evaluating the success of the initiatives delivered. So, how do you maximise your wellbeing budget for optimal impact?
Tip # 1. Look for low hanging fruit When embarking on your wellness journey, you will want to quickly get some runs on the board. Are there any opportunities for quick wins? Not only will this serve to elevate the value of your team to you, but for relatively little effort, you’ll get the wellness ball rolling.
Tip # 2. Engage your wellness partners As the saying goes, surround yourself with experts! Your strategy will be better for it. So if you haven’t already, pick up the phone & chat with employee benefit provider/s (e.g. private health insurer), not-forprofit organisations (e.g. Heart Foundation), local gymnasium or recreational facilities, local retailers & government groups.
Tip # 3. Seek funding & /or sponsorship opportunities If you’ve got the time & energy to hunt them down, there are a growing number of funding & sponsorship opportunities available to support your wellness journey. In a number of states across Australia, this includes grants and free initiatives as part of the Federal Government Healthy Worker Initiative. For further information, visit www.healthyworkers.gov.au.
Tip # 4. Share responsibility Both employers & employees must take responsibility for health in the workplace. It’s a two-way street. Workplace wellness works best when core initiatives (such as health risk assessments & flu vaccinations) are funded by the organisation, & ancillary programs such as onsite yoga classes are either subsidised by the organisation or paid for by employees. Not only will this help stretch your wellness dollar further, but it increases ownership of, & commitment to your strategy. It also stops an entitlement culture creeping in & the infuriating issue of ‘no-shows’.
Tips # 5. Consider what can be delivered for free Consider what can be achieved at zero cost. Things like walking groups for exercise, quizzes or games at lunch to build team connections, more one-on-one conversations, BYO plate for a monthly morning tea, flexibility etc.
Tip # 6. Seek research & /or practical support from universities Could you do with an extra set of hands or expertise for an upcoming project? Consider your local university. Firstly, make some enquiries regarding hosting some practicum students. The Human Movement Studies or Public Health department of the university is a great place to start, as they often have well established practicum programs. Not only will this provide you with hands-on support, but provide a valuable injection of new ideas, expertise & enthusiasm. Secondly, chat with universities regarding potential joint research projects & /or clinical support which can be a great means of adding more rigour to your strategy.
Tip # 7. Think outside the box A shoestring budget requires flexible, creative & innovative ‘out of the box’ thinking. If you don’t have the budget initially to roll out the initiative you want, why not start with a smaller pilot program? Not only will this provide an opportunity to iron out any kinks before rolling out a larger scale initiative, but subject to its success, will then enable you to seek more funding to roll out your strategy more broadly.
Tip # 8. Make healthy choices the easy choices Supporting flexible working arrangements, implementing a smoke-free policy, providing healthy snack options or hosting walking or standing meetings as a way of discouraging sedentary behaviour. These are just some examples of cultural, policy & environmental initiatives that are relatively easy to implement without hurting the company’s hip pocket.
Tip # 9. Stay focused Finally, & most importantly, remember the old adage, quality not quantity. Don’t stretch your wellness efforts too thin (& potentially jeopardise your own wellbeing in the process!) & concentrate on initiatives which will provide the best value-on-investment.