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Awards 2024
Blog 8


It’s intuitively obvious that a fit and #healthyworkforce is more #productive, but to date #wellbeing is still underinvested. So what is stopping employers successfully investing when there is clearly a benefit and a high ROI (#deloitteconsulting estimate for every £1 spent on wellbeing there is a £5 return)?

The simple answer is a lack of #actionableinsights, with many organisations simply not knowing where to invest. Wellbeing is like the stock market, there are many opportunities and some #wellbeinginvestments pay off and others don't. Some promise high wellbeing 'returns' but fail to deliver, whilst others like an #employeeassistanceprogram offer a steady somewhat underwhelming return (#eapprogram returns can be greatly improved - more about that in my next post).

However, unlike the stock market, you can use 'insider information' or #actionableinsights to reduce your risk and increase your wellbeing success. Here are 8 guide points that will help improve your wellbeing investments.

1. Capture #actionableinsights - understand how employees are experiencing their wellbeing, their challenges, how wellbeing is impacting their work and what they need to improve wellbeing. An Employee Wellbeing Insight Survey will help you do this.

2. Invest in an #eapprogram - You won't be able to meet every nuanced need immediately with targeted investments but an #eap will triage wellbeing demand and support a broad range of wellbeing issues quickly.

3. Check in regularly with employees - That's what we support at #kaya, quarterly employee wellbeing insight surveys allow organisations to measure, track and report wellbeing periodically.

4. Connect employees to their wellbeing - providing simple anonymous access to wellbeing support is essential. Not everyone wants to talk straight away.

5. Be #proactive and holistic - develop a preventative approach to wellbeing, consider life events and pre-empt them with support rather than reacting to them. Wellbeing investments deliver long term returns, check out our partners at Fitter For Life.

6. Confirm responsibilities - Wellbeing responsibilities need to be clearly identified and appropriate training and/or resources sourced to support wellbeing development. Mental Health First Aiders, Mindfulness Apps and Fruit Bowls are not silver bullet solutions.

7. Make wellbeing a business #habit - it will then become an #employee habit. Make wellbeing part of your business culture, not a project or tick box exercise.

8. Report wellbeing improvements - this will support your wellbeing habits and demonstrate a commitment to employee wellbeing. Your wellbeing score is more relevant to employees than your share price!

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