If you're looking to introduce a health and wellbeing strategy for the first time, or are reviewing your existing arrangements, here are a few things to consider: -
1. Which of your company's goals are affected by your employees and their performance?
2. What are your statutory obligations? (e.g. health & safety legislation)
3. What are your company's current health & wellbeing issues?
4. Have you identified your employees' needs?
5. Have you gathered enough information to justify the expenditure to your Finance Director?
When you have carried out your analysis and identified your objectives, you will need to find the most appropriate products to help you achieve your aims.
Designing your strategy can be a difficult balancing act, as the needs of your employees may differ to the objectives of your Finance Director. It goes without saying that most companies want to: -
- Have a happy and healthy workforce
- Reduce absenteeism
- Improve productivity
- Reduce staff turnover
- Meet legal requirements
Once you have the backing of all stakeholders within your business (i.e. employees and decision-makers) it is time to implement your strategy.
The success of your strategy and its ROI can be measured using: -
- Regular staff surveys
- Sickness and absence data
- Productivity level reports
- Usage reports from some providers
As you can see, there are many things to consider before implementing your health and wellbeing strategy, but with careful planning, it is likely to become a success.