Provide Balanced Wellbeing Programs
Proactively impact employee wellbeing to improve productivity and boost employee engagement.
- Many organizations have employee wellbeing programs focused on physical and often financial wellbeing – which is a great start – but two other elements of wellbeing are often underaddressed: mental and social wellbeing.
- All four elements of wellbeing are interconnected so failing to adequately support one area will undermine efforts in the others. A balanced program is essential for ensuring effectiveness and securing a long-term return on invested resources and time.
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Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Mental, physical, social, and financial wellbeing are deeply interconnected. Each of these factors impacts our overall sense of wellbeing at work, and each of these factors is affected by our work environment and work relationships.
- Wellbeing initiatives offered through the workplace are an important way to make sure our work lives are not barriers to a satisfying personal life. Designing a wellbeing program organized around a clear vision and covering all elements of wellbeing will lead to more productive employees and make your organization a highly attractive place to work.
Impact and Result
- Establish a clear wellbeing vision for your organization and define clear goals and metrics for your wellbeing program.
- Audit existing initiatives to ensure alignment with the vision and goals and to identify any underrepresented elements of wellbeing.
- Take a strategic and purposeful approach to identifying and implementing new wellbeing initiatives that will supplement existing ones and provide balance to the program as a whole.
Workshop: Provide Balanced Wellbeing Programs
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 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: Determine Wellbeing Program Vision and Goals, and Audit Existing Programs
The Purpose
- Frame the vision and goals of the employee wellbeing program.
- Determine metrics and audit existing programs.
Key Benefits Achieved
- Use McLean & Company’s employee wellbeing framework to set program goals that satisfy employee and organizational needs.
Activities
Outputs
1.1
Outline the employee wellbeing program vision and goals.
- Wellbeing program vision and goals
1.2
Record and review wellbeing-related metrics.
- Determined metrics to evaluate wellbeing program success
1.3
Audit existing employee wellbeing programs.
- Wellbeing program audit
Module 2: Identify, Shortlist, and Prioritize Improved Initiatives for a Balanced Program
The Purpose
- Gather and prioritize ideas for wellbeing initiatives that address previously underserved wellbeing elements.
Key Benefits Achieved
- A robust and balanced wellbeing program that is aligned to the program vision and goals.
Activities
Outputs
2.1
Identify gaps and goal misalignment in the wellbeing program.
- Consensus on current wellbeing program gaps and misalignment
2.2
Brainstorm new wellness initiatives.
- Initiatives that address program gaps
2.3
Assess, shortlist, and prioritize initiatives.
- Prioritized shortlist of balanced and aligned wellbeing program initiatives
Module 3: Develop a Communication, Operationalization, and Monitoring Plan
The Purpose
- Plan the launch of the wellbeing program.
- Set a foundation to sustain and improve the program in the long term.
Key Benefits Achieved
- A strategy to communicate and analyze the wellbeing program during initial implementation and continual development.
Activities
Outputs
3.1
Develop a communication, operationalization, and monitoring plan.
- Communication, operationalization, and monitoring plan for the improved wellbeing program
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Establish organizational needs and executive sponsors
- Call 1: Discuss how your current business strategy and goals can be supported by employee wellbeing practices to establish the vision of your program.
Guided Implementation 2: Audit current employee wellbeing practices
- Call 1: Discuss wellbeing-related metrics and prepare to audit existing programs.
- Call 2: Review audit results to identify elements of wellbeing that are currently underaddressed by your program initiatives and to evaluate the alignment of existing initiatives with the overarching wellbeing vision and goals.
Guided Implementation 3: Select initiatives for a balanced employee wellbeing program
- Call 1: Discuss the initiatives required to bridge 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: Communicate, operationalize, and measure your employee wellbeing program
- Call 1: Discuss the best course of communication for ongoing organization-wide initiatives and specific initiatives.
- Call 2: Discuss plan for tracking initiative metrics and performance.
Contributors
- Dr. Vishwanath Baba, Professor of Human Resources and Management, and former Dean of McMaster University's DeGroote School of Business
- Amy Brann, Author
- Sarah Bromely, Occupational Therapist, CamH
- Dr. Cary Cooper, Distinguished Professor of Organizational Psychology and Health at Lancaster University
- Lorie Corcuera, Culture Creator and CEO, Spark Creations
- Christine Devine, Wellness Specialist, Michael Garron Hospital
- Jennifer Elia, Assistant Vice President, Client Experience, Integrated Health Solutions, Sunlife Financial
- Virginia Hamilton, Safety Advisor, Vancouver Airports
- Travis Kelly, Manager, Group Disability Claims & Operational Support, Desjardins
- Sandra Koppert, Manager: Prevention & Promotion, Workplace Mental Health, Mental Health Commission of Canada
- Ian Lucas, Health and Wellness Manager, Microsoft UK
- Geoffrey McKinnon, HR Leave Management Specialist, Wawanesa Mutual Insurance Company
- Anne McLeod, Account Manager, Desjardins
- Ben Nachamani, Head of Sales, Performance and Wellness, InteraXon
- Kaitlin Norris, Culture Specialist, Shopify
- Jill O’Connell, HR Manager, BC Investment Management Corporation
- Bronwyn Ott, Manager of Benefits and Wellbeing, Unilever Canada
- Jennifer Raniga, HR Advisor, Vancouver Airport
- Nitika Rewari, Manager, Workplace Mental Health, Research, Evaluation & Knowledge Transfer, Mental Health Commission of Canada
- Jonathan Smith, MD, MBA, Physician Wellness Program Manager and Founder, Healthier is Wealthier & Associates
- Rex A. Wilcox, MA, Certified Wellness Practitioner, Manager, Wellness at Via Christi Health System and owner, Wilcox Wellness Consulting
- Anonymous, CamH Employee
Design the Employee Experience
Develop a Targeted Flexible Work Program
Making Sense of Generations in the Workplace
Return-to-Office Playbook
Catalyze Cross-Functional Collaboration
Activate Networks to Enable Collaboration
Sustain Work-From-Home
Prepare People Leaders for the Hybrid Work Environment
Train Leaders to Practice Foundational Communication Skills
Run Better Meetings