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wellbeing strategy

How to maintain momentum with your wellbeing strategy

We have previously written about resources which can be included within a wellbeing strategy, but what about keeping it going?

This can be a struggle organisations face when running a programme yet employee wellbeing is essential to the success of any business. Company goals grow larger each year, with a focus on increased profits and improved productivity. Unfortunately it can be difficult to meet these demands and sometimes compromises employee wellbeing.

2018 saw 15.4 million working days lost to stress, anxiety and depression.

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

Wellbeing should be at the forefront of every business. After all, it is the people who keep businesses going.

So who is responsible for making wellbeing work?

Everyone! Organisations must facilitate wellbeing so that employees leave work as healthy as when they arrive. For instance, this may begin by introducing a policy and budget to show commitment. In order to fulfill their responsibilities, managers need to understand the importance of wellbeing and how to support their teams while safeguarding themselves.

Individual Responsibility

Individual employees should take responsibility for their health. These areas include their sleep, nutrition, activity levels, social interaction and developing resilience.

Groups of employees are empowered by Wellbeing Champions, and we see this working best when voluntary or elected champions come from different levels and areas of the business because effort can be seen to come from the top and bottom of the organisation.

Provider Responsibility

One of the most rewarding parts of our role at OptiMe is seeing the results our programmes make on workplace culture.

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

Innovation is key, try mixing up the use of in-person support, technology, individual and group education. Ultimately, 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:

To read our blog post on Employee Recognition Click Here

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