How to Develop & Maintain A Strong Wellbeing Strategy 

Research by The Mental Health Foundation confirms that 15% of UK workers have a mental health condition. The findings also reveal that poor mental health is now the most common cause of work-limiting conditions among those aged 44 and younger, with 17.1 million working days lost to job-related stress, depression or anxiety during 2022-2023.  

With such stark figures highlighting the pressing need for strong wellbeing solutions, isn’t it time your organisation developed a strategy built to fully support your staff?   

What is a Wellbeing Strategy?    

A wellbeing strategy is a plan of action built to improve the health and happiness of a workforce. This strategy should not only have clearly defined goals but should also be entwined with a wider employee benefits offering to support the mental, physical and financial wellness of your people.  

To ensure this strategy is built to last, there are a few things you need to consider. Read on to learn about implementing a sustainable wellbeing solution that supports your people in the here and now - and in the future.  

The Four Pillars of Wellbeing  

Ensuring your whole workforce feels supported in all areas of life requires more than a tick-box approach. To truly help your people thrive, you need to build a strategy that appeals to and empowers every member of your team; whoever they are and wherever they work.   

By focussing on the Four Pillars of Wellbeing (Mental, Physical, Financial and Community) employers can create an all-encompassing ecosystem of support that meets people where they are, and where they might find themselves as life goes on:   

Mental Wellbeing   

• Make a range of mental health resources available, including Employee Assistance Programmes, counselling services and workshops   

• Train managers how to spot the signs of mental health issues and intervene sensitively and discreetly  

• Regularly circulate mental health education material across all levels of your organisation  

• Encourage honest and open conversations around mental health to show your people they are in a safe, supportive environment   

• Offer a blend of preventative care and in-the-moment support, helping to build long term-resilience while ensuring help is available at the point of need  

Physical Wellbeing   

• Introduce benefits that promote movement, such as a Gym Membership benefit or Cycle to Work scheme    

• Make regular health screenings part of your wellbeing package   

• Help your people work safely and comfortably by allocating a budget to create ergonomic workstations    

• Introduce a comprehensive and accessible wellbeing platform which provides assessments and goals for the leading lifestyle-related illnesses    

Financial Wellbeing   

• Enhance financial education by providing resources and workshops on financial planning, debt management and savings    

• Provide a benefits package that helps staff spread the cost on tech, essential items, holidays, childcare and more    

• Offer more than just a salary with access to savings and discounts from UK retailers, food services, utility providers and attractions   

• Give back to your people with digital rewards delivered through an app-based recognition platform 

  Community Wellbeing    

• Encourage a culture of continuous appreciation with reward and recognition incentives     

• Create volunteering opportunities for your staff to give back to the causes they care about    

• Schedule regular in-person social events for staff to connect outside of the workplace. This is especially important for fostering a sense of community in remote or hybrid workplaces  

Assess Your Staff’s Wants and Needs   

To get the most out of your wellbeing solution, it’s vital to drill down and discover the unique wants and needs of your workforce. You could do this by sending out an anonymous survey, hosting an informal talk session where employees are encouraged to share their thoughts, or creating drop boxes for staff to leave feedback and suggestions.   

By doing this, you can learn what’s important to your people and create a wellbeing strategy that addresses these issues and appeals to a diverse workforce.   

Why Proactivity Beats Reactivity   

Reactive support tends to happen once your people have reached crisis point, often after a long leave of absence and an impact to productivity.   

Proactive healthcare, however, can help to enhance workplace wellbeing by addressing potential issues before they become serious - leading to fewer health crises and reduced absenteeism. 

For staff, this could mean less days lost to illness and improved morale, while businesses might benefit from increased productivity, lower healthcare costs and a more engaged workforce.  

Make Wellbeing Part of Your Culture   

When wellbeing is embedded into your culture and prioritised from the top down, it can help to create a supportive environment where employees feel safe to seek help.   

This openness allows problems to be addressed early, preventing them from worsening and contributing to a healthier, more engaged workforce.  

Plus, a compassionate approach to wellbeing can also enhance your reputation as a company that genuinely cares for its people, helping you attract top talent and establish a culture built on trust.  

To learn more about how you can create a wellbeing provision that supports your staff, attracts top talent and helps keep that talent on board, book a demo with our friendly team.