- Wellbeing initiatives often do not align with employee needs, as they are regarded as perks offered to individuals (e.g. healthcare allowance) rather than components of a holistic program that addresses employee needs across multiple wellbeing dimensions.
- If systemic barriers are not adequately addressed before a wellbeing program is implemented, its impact will be negligible.
- The development of a wellbeing program is often relegated to a side-of-desk task that lacks adequate resources and involvement of key stakeholders.
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Our Advice
Critical Insight
- Organizations must embed a focus on employee wellbeing into their day-to-day operations, culture, and leadership to thrive in today’s environment. This requires a shift from viewing a wellbeing program as a couple of stand-alone initiatives to understanding it takes an integrated and holistic approach to meet employee needs and address systemic barriers.
Impact and Result
- Gather data and employee feedback to identify gaps in existing initiatives and uncover employee wellbeing needs.
- Select the organization’s wellbeing priorities and build a program composed of initiatives that meet employee needs and address systemic barriers.
- Create a customized and targeted communications plan to ensure employees are fully aware of the wellbeing initiatives being offered.