Wellbeing as an offering is often overlooked. Historically, seen less favourably as a tool to embed change, it’s now gaining traction in the HR community. The result has been widespread editorial coverage and jaw-dropping stats on reasons to believe its importance in the workplace:
It’s clear a wellbeing programme is critical for employers, but having an on-going communication strategy in place is just as important.
People should instantly recognise and associate wellbeing to the messaging you want to promote. Often wrapped up in negative connotations, workplace perceptions of wellbeing certainly need to change at leadership level:
Wellbeing is multi-faceted and wide-ranging in subject-matter, from financial to mental wellness. Your offering, therefore, needs to be clearly understood and appreciated by all your people.
Consider what elements of wellbeing within your offering will be ‘top of the mind’ to your target audience. Don’t forget seasonality also has a part to play….
When it comes to communicating wellbeing, it’s not beneficial to create platform silos – or worse bombard your people with a multitude of messages. Employees expect a seamless experience across all channels and where possible, piggyback on communication when the opportunity arises:
A good example of how a seamless experience can effectively work is a project we worked on for our client Quintiles. The team developed a one-stop-shop Reward Hub with SSO access which tied all elements of HR together – including wellbeing features like Employee Assistance Programme (EAP) – and the results were impressive:
As a result, the project was selected as a finalist at the Employee Benefits 2016 awards for ‘best use of technology’. If you want to know how the Quintiles SSO project worked, you can read the case study in detail here.
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