By Malin Kelly, Health, Safety & Wellbeing Advisor, Creator of the SENSES Academy
Published in HR Headquarters
The phenomena of workplace wellbeing programmes and initiatives is today widespread across organisations in Ireland, large and small.
But have we stopped and looked at why we implement wellbeing at work, what it is really all for and how it will impact our organisations for the better? Consider the following:
- To increase productivity
- To retain your staff and gain the attention of new recruits
- The Safety, Health & Wellbeing of your team
- Implementation of your HR policies and procedures
- Meeting your Corporate Social Responsibility
- To keep the Sports and Social Team engaged
- To be part of the phenomena
And the list goes on…….
So although the choice of a long term objective, or two, is endless for our wellbeing programmes why is it then that most organisations do not approach it as an integral part of their business strategy, but simply host a “Wellness Morning” a “Wellbeing Week” or send out an email about the benefits of wellbeing at work?
I believe that organisations fail to look at wellbeing as a fundamental and essential part of their business and its success. One that needs to be embedded into both the structures of the organisation as well as its culture. This takes time, not a day event or an email
A first step to embed wellbeing at work?
When looking to embed wellbeing as part of an organisational structure and culture think of the simplified Deming model of: plan – do – review.
So in the first instance we need to plan our wellbeing programme, not our wellbeing initiative.
At the SENSES Academy we therefore believe that the initial step to complete, in any organisation, is to carry out a wellbeing audit. This will enable you to embed a long term programme which will see tangible benefits.
When we look at the risks that our businesses are exposed to, we follow a very simple format in order to analyse those risks and put in place the correct control measures to protect our business from being damaged from exposures or gaps.
The same roadmap should apply to your wellbeing programme. You should audit your organisation to understand what the risks associated with the health and wellbeing of your employees are. Have you considered the below?
- Increased Absenteeism
- Bullying & Harassment
- Loss of Productivity
- Poor Mental Health
- Increase in Accidents and Incidents
- Reputational damage?
- Loss of Customers
Once those risks have been identified, we will also need to audit our people to understand what their beliefs and values are; what they would take part in and how they foresee a wellness programmes impact on the organisation
Once the facts have been collected the audit findings need to be analysed. That will then put you and your organisation in a much stronger position to set out the targets and objectives of your tailored wellbeing programme.