Optimize the Employee Wellbeing Program

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

Onsite Workshop

RETIRED CONTENT

Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.

An unintegrated or non-existent employee wellbeing strategy:

  • Reduces the competitive offering of the organization when trying to attract and retain top talent.
  • Increases the cost of healthcare to the organization.
  • Increases stress among employees and by extension the cost to the organization.
  • Leaves organization open to legal complications.

An integrated employee wellbeing strategy:

  • Increases the engagement of the employee, leading to improved productivity, increased creativity, and stronger financial results.
  • Reduced employee health issues and stress, resulting in fewer sick days and lower absenteeism.
  • Provides a more competitive offering to attract and retain top talent.

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.

Activities: Outputs:
1.1 Develop an Employee Wellbeing Steering Committee.
  • Employee Wellbeing Steering Committee.
1.2 Prepare to speak with the executive team to ensure support and buy-in.
  • Presentation for the executive team.
1.3 Identify critical members of the Employee Wellbeing Committee.
1.4 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.

Activities: Outputs:
2.1 Perform an audit of your employee wellbeing programs.
  • Completed wellbeing audit.
2.2 Select the metrics to track the success of your wellbeing program.
  • Selected metrics.
2.3 Prioritize gaps to hone the focus of your wellbeing program.
  • Prioritized gaps.
2.4 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.

Activities: Outputs:
3.1 Brainstorm all potential wellness initiatives.
  • List of potential initiatives.
3.2 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.

Activities: Outputs:
4.1 Plan to mine employee insight and opinion to tweak the initiative shortlist.
  • Employee input.
4.2 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.

Activities: Outputs:
5.1 Create a clear communications plan.
  • Communications plan.
5.2 Create checkpoints and celebrations so the employee wellbeing program is not forgotten.
  • Checkpoints and celebrations established.

Workshop icon 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 road map in place to complete your project successfully.

View Active Workshops
GET HELP Contact Us
×
VL Methodology