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Optimize the Employee Wellbeing Program

Prioritize improvements in the workplace for healthier, happier, more productive employees.


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  • Dr. Vishwanath Baba, Professor of Human Resources and Management and former Dean, McMaster University's DeGroote School of Business
  • Dr. Cary Cooper, Distinguished Professor of Organizational Psychology and Health, Lancaster University
  • Johnathan Smith, MD, MBA. Physician Wellness Program Manager and Founder, Healthier is Wealthier & Associates
  • Rex A. Wilcox, MA, Certified Wellness Practitioner, Wilcox Wellness Consulting

Your Challenge

  • Stressed and ill employees reduce overall productivity and cost the organization in health care costs.
  • Establishing a wellbeing program that addresses employee challenges and supports organizational drivers is key to addressing the risks associated with poor employee wellbeing.
  • Organizations have many employee wellbeing options, from external vendors to add-on benefits, and they don’t know where to start to create a program that best fits their needs.

Our Advice

Critical Insight

  • Organizations must develop employee wellbeing programs targeted to their specific work environment, employee groups, and goals that are linked to business drivers. To create a custom program, organizations must audit their current practices to find the gaps that contribute to poor employee wellbeing.
  • Instead of outsourcing employee wellbeing, organizations would fare better to look within the organization and improve the work environment and culture first.
  • Involving employees in the employee wellbeing program development will increase buy-in and generate ideas to improve employee wellbeing. Senior leaders are also critical to the buy-in and adoption of employee wellbeing initiatives. They must be willing to sponsor the work environment change and promote the employee wellbeing program in order for it to take flight.

Impact and Result

  • Develop a clear vision of your organization’s employee wellbeing program and tie it to your business drivers to realize ROI.
  • Audit your employee wellbeing practices to prioritize the gaps for improvement.
  • Choose employee wellbeing initiatives that benefit the employee emotionally and physically to address holistic employee wellbeing needs.
  • Involve employees in the initiative review process to gain their buy-in and communicate your intentions for the program.

Research & Tools

1. Make the case for optimizing the employee wellbeing program

Understand the benefits and importance of an employee wellbeing program.

2. Set the vision of the employee wellbeing program

Develop critical committees and translate organizational objectives into an employee wellbeing program vision.

3. Audit employee wellbeing practices

Review current employee wellbeing practices and identify gaps and subsequent areas of focus.

4. Select initiatives for the employee wellbeing program

Brainstorm and shortlist employee wellbeing program initiatives.

5. Involve employees and get stakeholder buy-in

Gather employee input and finalize the shortlist of initiatives.

6. Implement and communicate the employee wellbeing program

Create a communications plan and identify checkpoints and potential celebrations.

Guided Implementations

This guided implementation is an eight call advisory process.

Guided Implementation #1 - Set the vision of the employee wellbeing program

Call #1 - Discuss how your current business strategy and goals can be supported by employee wellbeing practices in order to establish the vision of your program.

Guided Implementation #2 - Audit employee wellbeing practices

Call #1 - Discuss how the audit template can be customized.
Call #2 - Review audit results to discuss how to prioritize specific categories. Set high-level goals.

Guided Implementation #3 - Determine initiatives for the employee wellbeing program

Call #1 - Discuss the initiatives required to fill the priority gaps identified in the employee wellbeing audit, review existing initiatives, and create a shortlist of wellbeing initiatives that fit your needs.

Guided Implementation #4 - Involve employees and get stakeholder buy-in

Call #1 - Discuss how you can choose the best type of employee involvement based on time, budget, and other resource constraints.
Call #2 - Review how to present the wellbeing program recommendations to senior leaders.

Guided Implementation #5 - Implement and communicate the employee wellbeing program

Call #1 - Discuss which communication methods to use to create a comprehensive employee wellbeing communications plan for the year.
Call #2 - Select key check points. Identify when and how to celebrate successes.

Onsite Workshop

Discuss This Workshop

Book Your Workshop

Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Set the Vision of the Employee Wellbeing Program

The Purpose

  • Select the members of the Employee Wellbeing Steering Committee.
  • Develop the buy-in of the executive team.
  • Connect the employee wellbeing vision with the business strategy and goals.

Key Benefits Achieved

  • Employee Wellbeing Steering Committee formed.
  • Executive team is informed of and supportive of the development of an employee wellbeing program.
  • An employee wellbeing vision has been created.




Develop an Employee Wellbeing Steering Committee.

  • Employee Wellbeing Steering Committee.

Prepare to speak with the executive team to ensure support and buy-in.

  • Presentation for the executive team.

Identify critical members of the Employee Wellbeing Committee.


Translate your drivers into an employee wellbeing program vision.

  • An aligned vision for the program.

Module 2: Audit Employee Wellbeing Practices

The Purpose

  • Review current employee wellbeing practices.
  • Brainstorm metrics to evaluate the success of the program.
  • Review the gaps from the audit, and select goals for the program.

Key Benefits Achieved

  • Audit of current wellbeing programs.
  • Selected metrics.
  • Focus on the most critical gaps.




Perform an audit of your employee wellbeing programs.

  • Completed wellbeing audit.

Select the metrics to track the success of your wellbeing program.

  • Selected metrics.

Prioritize gaps to hone the focus of your wellbeing program.

  • Prioritized gaps.

Connect the employee wellbeing program with goals and ensure aligned expectations.

  • Aligned wellbeing goals.

Module 3: Select Initiatives for the Employee Wellbeing Program

The Purpose

  • Review methods to prioritize initiatives.
  • Identify potential wellness initiatives.
  • Shortlist potential wellness initiatives.
  • Create a detailed outline of each initiative.

Key Benefits Achieved

  • An understanding of prioritization techniques.
  • Shortlist of initiatives.
  • Outlined initiatives.




Brainstorm all potential wellness initiatives.

  • List of potential initiatives.

Detail the shortlist of initiatives in the Employee Wellbeing Program Strategic Tool.

  • Shortlist of initiatives.

Module 4: Involve Employees and Get Stakeholder Buy-in

The Purpose

  • Review methods to solicit employee feedback.
  • Develop a plan to gather employee insight.
  • Refine the shortlist with the Employee Wellbeing Steering Committee.

Key Benefits Achieved

  • An understanding of the methods to solicit feedback from employees.
  • Employees are able to contribute.
  • Finalized shortlist of initiatives.




Plan to mine employee insight and opinion to tweak the initiative shortlist.

  • Employee input.

Finalize shortlist of initiatives with the Employee Wellbeing Steering Committee.

  • Finalized, vetted shortlist of initiatives.

Module 5: Implement and Communicate the Employee Wellbeing Program

The Purpose

  • Establish communication roles and protocols.
  • Create a plan to document the communications plan.
  • Identify when the Employee Wellbeing Steering Committee will check in.
  • Select times when celebrations would be appropriate.

Key Benefits Achieved

  • Communication methods are customized to the organization.
  • A clear plan is created to ensure communications are well thought out and organized.
  • Checkpoints are organized.
  • Celebrations are recognized to ensure the program is not overlooked.




Create a clear communications plan.

  • Communications plan.

Create checkpoints and celebrations so the employee wellbeing program is not forgotten.

  • Checkpoints and celebrations established.