Wellness at Work – A workplace wellness plan is vital to attracting new talent, motivating your current employees, and retaining both groups to achieve your business’s strategic goals.
For this reason, it is critical that you design a complete, understandable and, above all, fair strategy in the eyes of your workers.
If your company has effective workplace wellness strategies, you can promote efficiency and productivity while improving working conditions.
It is a group of work incentives which transform the design of a strategy into a priority for human resources.
6 Tips for Creating a Successful Wellness at Work Program
1. Review the competition and your organizational wellness plan
Your match is likely looking for the same kind of talent your company needs.
Therefore, before designing your workplace wellness strategy and incentive plan, consider reviewing that of other businesses.
By being in contact with numerous organizations during the search for a new job, employees are clear about the type of offer in the sector, but does your organization know?
As Decusoft, a company that strategies software for benefits programs, points out, if you don’t know the job welfare offer in the sector for your potential employees, you won’t know how to design a program that stands out. Sources like LinkedIn are reliable for conducting that research.
2. Build attainable goals for your workplace wellness project
The objectives of a workplace wellness plan are critical. There is no use being aspirational if you have to rethink your well-being strategy for human talent in just a few months.
Although improvements are always welcome, poor goal setting can lead to more than a few changes or even scrapping a strategy.
3. Define who is part of the work welfare program
Depending on the size of your company and the number of positions you have, you must define who will be part of which wellness plan.
It is not advisable to create a single plan for hundreds of people with different needs, opportunities and positions.
To do this, define the following five questions proposed by the SHRM :
- Position (sales, production, etc.).
- Position level (administrative, operational, etc.).
- Time in the company.
- The goal of the wellness plan.
- What kind of benefits do you want to implement.
4. Prioritize your employees in the wellness plan
The best way to design a workplace wellness program is to know the needs of your employees.
Your workers may require more flexible hours or the creation of more comfortable physical spaces in the office, totally different issues which need additional effort and budget.
The needs can be varied, so it is essential to know what to invest in: don’t assume anything, ask questions and know the things you need to improve. Carry out labour surveys among your employees or talk with area leaders who are clear about these issues.
5. Communicate and monitor your workplace wellness programs
This includes everything from explaining costs to defining goals that everyone considers reasonable. If you fail to interconnect the workplace wellness program, you will have a workforce that may see you as worthless and feel affected by participating in it.
Before putting your strategy into action, ensure you have feedback from various organization sectors. Here are some recommendations:
Ask what job benefits have worked in the past and which could improve.
- Explain to your employees the wellness plan and what level of promise is needed from the workforce to make it work.
- Frequently monitor the status of satisfaction.
- When an employee leaves the society voluntarily, ask if any part of the wellness plan prompted that decision.
- Keep the heads of the company informed about the development of the strategy.
6. Make sure you comply with the labour law
Throughout creating your work welfare plan, keep yourself informed about the national regulations, correctly including all the benefits you have considered delivering to your workforce.
Review our article on payroll savings when submitting benefits to learn about some sections of the law.