- 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
- 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.
- 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.
1. Identify organizational needs and executive sponsors
Create a project team to define the wellbeing program vision and goals and secure executive sponsorship.
2. Audit current employee wellbeing practices
Audit wellbeing metrics and existing initiatives to identify underserved wellbeing elements and potential for alignment with the program vision and goals.
3. Select initiatives for a balanced employee wellbeing program
Develop or revise initiatives that will make the wellbeing program more balanced and aligned to goals while securing support from executive sponsors.
4. Communicate, operationalize, and measure your employee wellbeing program
Build a communication plan and strategy for sustaining the program.
This guided implementation is a six call advisory process.
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.
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: Determine Wellbeing Program Vision and Goals, and Audit Existing Programs
- 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.
Outline the employee wellbeing program vision and goals.
- Wellbeing program vision and goals
Record and review wellbeing-related metrics.
- Determined metrics to evaluate wellbeing program success
Audit existing employee wellbeing programs.
- Wellbeing program audit
Module 2: Identify, Shortlist, and Prioritize Improved Initiatives for a Balanced Program
- 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.
Identify gaps and goal misalignment in the wellbeing program.
- Consensus on current wellbeing program gaps and misalignment
Brainstorm new wellness initiatives.
- Initiatives that address program gaps
Assess, shortlist, and prioritize initiatives.
- Prioritized shortlist of balanced and aligned wellbeing program initiatives
Module 3: Develop a Communication, Operationalization, and Monitoring Plan
- 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.
Develop a communication plan.
- Communication, operationalization, and monitoring plan for the improved wellbeing program
Develop a wellbeing program operationalization and monitoring plan.
- Employee Wellbeing Program Planning Tool