Developing your Wellbeing Strategy – Where to Start


Published on:

January 17, 2021

This blog is written by Unum, a leading insurance provider offering financial protection through the workplace. Unum has partnered with WorkLife to offer a range of health protection benefits for SMEs on our online platform.

The beginning of a new year is a great time to re-evaluate your workplace wellbeing strategy. With employers saying that health and wellbeing activity has led to better employee morale and engagement (56%) and lower sickness absence (32%),it may be time for the 56% of companies without a standalone wellbeing strategy to develop one.

Wellbeing is a broad topic and it's easy to be overwhelmed at the thought of introducing or reviewing your workplace wellbeing strategy. We have compiled some tips to help get you started on thinking about what your company and your employees need to be their best at work.

First, look at the make-up of your workforce and identify how you can build up your wellbeing strategy to meet the needs of your employees. Wellbeing can encompass anything and everything from the right company culture, effective leadership and employee empowerment, to a benefits package like the ‘Simple Benefits’ financial protection options available with Unum through our partnership with WorkLife.

Next, consider a regular wellbeing awareness programme for your HR team and line managers.

Unum’s wellbeing calendar is a great place to start - featuring podcasts, webinars, awareness dates and other useful support tools and resources. Divided into four sections - lifestyle, emotional, physical, and financial - you can focus on the areas most relevant to your company.

Once you begin to put new initiatives in place it’s important to track where you are trying to improve, for example, lowering the level of sickness absence or improving overall employee satisfaction. Having metrics in place means you have identified where you want your wellbeing strategy to have an impact and you’ll be able to demonstrate its success.

Finally, be open to change your approach while making sure you're covering the fundamentals of what your employees need. If your feedback is identifying areas which aren't as effective as you would like, then you may need to try something new or enlist the help of an expert to guide your strategy moving forwards.

1 CIPD Health and Wellbeing at work report, 2020.

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