Wellness aka Wellbeing… It’s way more than a hot topic. It is now an actual thing… a necessary thing.
But I guess the question is – to all my HR, L&D, Head of People people, Employers, and anyone else who’s been given the responsibility of looking after the health of your employees – What does wellness mean to you?
Do you believe there is real value in keeping your people well maintained and in good health? Let’s (for the sake of this post) say that you do agree with us and that looking after your teams will have a positive impact on all aspects of the company, including the bottom line – What are you currently doing for your employees?
All, none, or some of the above? What’s the engagement like? Were the offerings asked for by the employees or did you just give it to them? Finally, is your company one of those that has a ‘Wellbeing Day/week or even month’ and offer nothing else for the rest of the year?
I realise I’m asking a lot of questions here, but I’m hoping that these same questions may start being asked internally.
Yes, I know, It’s true… There may not be instant gratification for the leaders, c-suite, or shareholders, etc and it may take a minute or two to see it’s true value, HOWEVER, there is now proof, actual hard data, real evidence that investing (properly investing) in wellness programmes will allow your company to enjoy an ROI as this one-of-many studies suggest.
Going back to the barrage of questions I asked; Many companies may call a wellness provider in to deliver some wellness stuff without knowing what wellness actually is, or may simply wish to tick a box. We encourage you not to be those guys.
True wellness is a 360º thing, i.e. mind, body, and spirit. Mental, physical and spiritual health (more on spiritual health in the near future) needs to be addressed if we are serious about making a real positive impact. Mind Work believes that the ‘Mind Matters Most’ which is why we encourage companies like yours to initiate any wellness solution by having a better understanding of where your employees’ minds are at.
No need to panic as there are a few simple mini-hacks for companies of all sizes to implement starting from next week:
Hold more 1:1’s and mean it. By ‘mean it’, I mean the line managers need to show up i.e. ask the right questions and really listen to the answers. We all just want to be heard right? True communication is a fundamental component for your employees to feel that they are valued.
Internal Comms – Simply send out emails suggesting wellness/stress combatting articles. Some may read them, some not, but it brings the topic up, shows you’re aware that people may be suffering in silence… It shows that you actually give a sh*t.
Simple but effective – Surveys. Again, be sure to ask the correct questions if you’re wanting the results to genuinely reflect the wellbeing or your employees. Gear the results towards the physical and mental health of your teams, not towards performance and company culture.
If you have any questions, please feel free to get in contact: email@example.com