How To Maintain Momentum With Your Wellbeing Strategy

Published: 2nd September 2019 - 1:24 pm

In previous blogs we have written about aspects which can be included within a wellbeing programme, but what about keeping it going? 

We have found that this can be one of the more common struggles organisations face when running a programme. As a provider, OptiMe are brought in to initiate the launch and generate excitement. Continued responsibility is something organisations sometimes pass on to HR or nominated employees, who can already be stretched!

Wellbeing is essential to the long-term success of any business.  Each year company goals grow larger, they want to do more. Higher KPIs, increased profits and improved productivity. Unfortunately it can be hard to meet these demands and there can unsurprisingly be a compromise… employee wellbeing!

In 2018 a record 15.4 million working days were lost to stress, anxiety and depression. 

From a wellbeing perspective we must ensure that this level of stress is controlled. If left uncontrolled stress can increase the likelihood of developing mental health conditions such as anxiety and depression. This should under no circumstances be “part of the job”.

Everyone should take a role in keeping wellbeing at the forefront of every business, after all, it’s people who keep businesses going.

So who is responsible for making wellbeing work? 

In short, everyone! Organisations must facilitate wellbeing, so that employees at all levels come to work and leave as physically and mentally healthy as they were when they arrived. This may begin with implementing a policy and budget to show commitment. Secondly in order to fulfill their responsibilities, managers need to understand the importance of wellbeing, how to support their teams while safeguarding themselves.

Individual Responsibility

Individual employees should be taking responsibility for their manageable health i.e. the areas of wellbeing they have control over. These areas include their sleep, nutrition, physical activity levels, social interaction and developing their own levels of resilience. 

Groups of employees can also be empowered with the implementation of Wellbeing Champions. We see this working best is when voluntary or elected champions come from different levels and areas of the business.

Provider Responsibility

Then there is us, the providers. One of the most rewarding parts of our role at OptiMe is seeing the results our programmes make on workplace culture. This is never a quick fix or overnight process but ultimately this is what we strive for. 

It’s vital to keep asking questions.  The things that motivate, stress and engage your team is completely individual and ever-changing.  You cannot expect to keep running the same content and retain high engagement levels. 

Innovation is king, try mixing up the use of in-person services, technology, individual and group education. Ultimately, attending one workshop will not change a lot, reading one health blog will not change a lot, and sitting on our smoothie bike for 10 mins will definitely not change a lot! Wellbeing at work needs to be a continuous collective effort from all levels, top to bottom and bottom to top. 

To find out how we could help your organisation maintain momentum with your wellbeing strategy get in touch:

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