Almost half (48%) of UK employer respondents do not have an employee wellbeing strategy in place, according to research by Close Brothers Asset Management. Where should the responsibility of a work place wellbeing programme sit, HR, Occupational health, employee benefits, facilities, with Bob in the post room who is a regular gym user?! A workplace wellbeing programme should sit in an area where it will be assessed and developed, where the individual or team responsible have training or at least an understanding of the subject area and an openness to want to develop the programme and utilise quality partners to assist in assessing and driving forward the interventions and initiatives.
The workplace wellbeing delivery market is a crowded market place with many providers offering the same service at different price points and quality levels from large healthcare providers to one man bands.
At Compass Health & Wellbeing we pride ourselves on being innovative in our approach utilising the most up to date approaches to assist our customers to make a difference in the health and wellbeing of their employees utilising methods such as Appreciative Inquiry (AI) and Motivational Interviewing (MI).
It is important that an organisation is willing to look at a long term strategy to get the most out of their wellbeing programme, this programme also needs to be structured so that firstly they are assessing the issues and challenges that are inherent in the organisation, assessing the current deliverables, what has worked, what hasn’t worked, through a quality effective consultancy process. Compass utilises AI within this process to enable a better outcome by bringing all stakeholders along on the journey. Utilising meaningful data internally and also external data such as EAP statistics and identifying appropriate KPI’s will allow the organisation to assess the success of a programme.
The consultancy phase is then added to by auditing the workforce on their health and wellbeing status to begin the relationship, rapport and behaviour change process. From the evidence gathered from the consultancy and audit phases the solution focused interventions can be planned and implemented utilising ‘foundation’ deliverables such as health awareness presentations, health fairs, activity and lifestyle challenges for continued relationship and rapport building and further behaviour change progression.
Once the relationship building phase is completed we believe that the more involved one to one or small group activities can be implemented such as health assessments and coaching sessions utilising Health Coaches trained in MI that can make a meaningful impact on their audience.
At an appropriate point it is paramount to re-audit the workforce. Understanding the shifting health landscape within the workforce is important allowing the strategy to be tweaked, amended or even changed to target the problem areas.
Not all health and wellbeing service providers are the same!
By Martin Noddings