Planning the right employee well-being strategy

Planning the right employee well-being strategy

Lately, employee well-being has topped the list of corporate agendas. And ever since the coronavirus pandemic, ensuring employee well-being has imposed many challenges globally.

During the first wave of lockdown, the main focus was to take quick actions to ensure employees’ safety and give them the company’s support and assurance. Currently, several business organizations are determining ways to reimagine their well-being strategies for the long haul.

Be that as it may, there are several challenges in curating a solid well-being strategy. Some of them are employees being dispersed and physically disconnected, blurred borders between work and home life, and the most critical challenge being the social, emotional, physical, and mental impacts of long-term working from home.

A strong well-being strategy, however, can ensure health, happiness, and also resilience in a workforce resulting in better productivity and reduced costs. 

As companies plan ahead with the end goal of planning and executing a proper well-being strategy, it is vital to keep in mind that the one-size-fits-all approach can’t really be used. Companies would have to prioritize differently in terms of people and abilities since different individuals have varying needs in an organization. For instance, an undergraduate who interns at a company may have challenges that differ from a parent working in the same company under the same role. So here are a few tips that you can consider while you plan out a solid well-being strategy for your employees:

  • Utilize a data-driven approach to determine specific business and employee needs. Data is primarily evidence-based, so decision-making can have more clarity in designing a strategy.
  • Identify what processes are working and which ones can be improved, eliminated, or newly created.
  • Again, data can be used to derive maturity models. For instance, Where does your employee currently stand, and where does he wish to be in the next five years?
  • Articulate a vision for your strategy; consider well-being vision and success factors to make a business case.
  • Draw in an extensive bunch of stakeholders to concur with your goals and use a data-driven framework to continue the strategy build-up process.

With this in mind, you can perhaps picture a way through a solid, achievement-driven strategy that can boost your employees’ trust and assurance.

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