Tap into them and see if they’d like to get involved, whether it’s helping establish a work walk/run group or running a meditation workshop. The problem with this approach is it makes it hard to evaluate efficacy and therefore difficult to convince those in control of the budget to invest, but can also lead to spiralling costs.The good news is businesses are catching on to the importance of having an actual strategy when it comes to wellbeing. For example, Benenden’s business health and wellbeing services can help look after employees before, during and after health issues occur.While the strategy will likely be managed by HR and assisted with outside resources, you can also get some of your workforce on-board to help embed the health and wellbeing strategy amongst the workforce, raising awareness and encouraging usage.It is likely that there are plenty of people in your organisation who value health and wellbeing. Many organisations are happy to invest in initiatives to support employee wellbeing, but often only focus on a few elements. We're a registered charity in England (no. It has been reported that every pound spent on employee wellness results in a saving of £2.50, thanks to reduced sickness absence and improved staff retention.While many employers are aware of the benefit of promoting health and wellbeing, it is often done on an ad-hoc basis. You could consider partnering with one supplier who could provide a range of facilities without having to arrange and manage multiple partners. It also includes a number of questions to think about, to help you plan ongoing strategies to help encourage employees to flourish at the same time as supporting those experiencing problems.Bailey & French is a consultancy specialising in positive psychology to support wellbeing, leadership and performance.Sensitise, skills and sustainability. The REBA report found that Employee Assistance Programmes, on-site medical support and mental health support were the top three wellbeing initiatives that were most effective for the business respondents. Your program strategies, and associated activities, should then draw out the ways by which you will reach these goals and objectives. 3. Who is responsible for what? While many employers […] In developing your action plan, consider the (workplace and employee) needs and employee interests you have Wellbeing Strategy Statement Introduction The University is committed to providing a healthy working environment and improving the quality of working lives for all staff. Of course, it will benefit staff, but what about the bottom line?To do this you need to consider what your overall aim so that are you able to measure effectiveness. this will help you to make any incremental changes to your strategy to ensure its effectiveness.Once you have finalised your strategy it’s important to communicate regularly to ensure employees continue to be aware of your health and wellbeing offering and how to access the support provided.Create a calendar of communications focussing on different support services each month and share the message via email and posters in common areas. It would be really useful to know why: was it just not the right thing for you, or was there something you didn't like about it? Creating a health and wellbeing strategy not only demonstrates care for employees, but it can also result in a healthier, more engaged and more productive workforce. Let us know your plans on LinkedIn and Twitter using #wellbeingatworkDVV Media HR Group Limited. Consider using national awareness days and campaigns to help plan your messages. Creating a health and wellbeing strategy not only demonstrates care for employees, but it can also result in a healthier, more engaged and more productive workforce. This infographic introduces the concept and its benefits and describes each pillar. positive health and wellbeing. 4. 5. This template policy contains guidance on: the need for a health at work policy; the aims of the policy; the objectives of the policy; communication of the policy; review and monitoring of the policy. What is the current offering and are there are any gaps? This also has the added benefit of your champions spreading the word amongst staff which may be much more effective than a company email.Consider using these champions to form a working group that meets regularly to monitor and discuss employee feedback. The main themes of the Strategic Plan for Mental Health and Wellbeing in the Isle of Man are: • Recognising that improving mental health is everybody’s business. However, positive psychology is about empowering all people to flourish and thrive, by tapping into This brief template shows some key areas your organisation could focus on within financial, physical and psychological wellbeing. You should consider: 1. It’s incredibly important that you can evaluate the impact of your overall strategy and decide what works and what doesn’t. your development of a health and wellbeing policy (see the Health and Wellbeing Policy Example). Thames Water has published its employee mental health strategy in a brief, colourful booklet accessible to all staff. This Employee Health and Wellbeing Strategy supports the Trust’s overarching Workforce Strategy which sets down a commitment to become the best place to work by 2016. • Raising the profile and awareness of mental health by: It has been reported that every pound spent on employee wellness results in a saving of £2.50, thanks to reduced sickness absence and improved staff retention. We read these comments straight away, and perhaps there's something we can fix or improve. It can be changed to suit your specific needs.Included in each section are prompts to
Generic health and wellbeing policy template