Optimize the Employee Wellbeing Program

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

Onsite Workshop

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.

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