How to build an outstanding employee wellbeing programme

A quick insight: An employee wellbeing programme is more than perks. It builds holistic support for mental, emotional and physical health at work. This blog explores how companies can structure wellbeing programmes to encourage resilience, satisfaction and belonging. It provides actionable ideas to embed wellbeing into everyday workplace practices.

When you hear the term ‘employee wellbeing programme’, your mind might fill of concepts such as free gym memberships, complimentary coffee or therapy sessions. The reality, though, is far more complex. An effective programme is more about actively developing a holistic strategy that addresses the multiple aspects of employee health and wellbeing — mental, emotional, physical, financial and social. A well-constructed employee wellbeing programme can lead to improved employee health, better engagement and even increased productivity. A high performing workforce is directly linked to the quality of wellbeing initiatives that are implemented. Such a programme can also play a key role in attracting and retaining top talent in an increasingly competitive job market. 

A successful employee wellbeing programme is rooted in understanding what employees truly need to thrive both at work and in their personal lives. Companies that make the effort to develop and implement these programmes find that it leads to lower absenteeism, greater fulfilment in their roles and a more positive workplace culture (one of the pillars of wellbeing at work). 

Currently, our benchmark data shows that 74% of employees believe their company does enough to support their health and wellbeing at work. While this is certainly a promising statistic, there is definitely more work that could, and should, be done. This is where a new and improved programme comes in.

But understanding the importance of these programmes is one thing — how can you actually put measures in place to create one that will reap the rewards you’re looking for?

Related: The ultimate employee wellbeing guide

How to create a truly effective employee wellbeing programme

When designing an employee wellbeing programme, several factors need to be carefully considered to make it truly effective. Here are some key areas to focus on:

1. Get to grips with employee needs

The first step is to understand the unique needs of your employees. Conducting regular employee wellbeing surveys can give insight into areas that require support, be it mental health, work-life balance or physical health. The survey results will allow you to prioritise initiatives that are most relevant to your people.

Related: 31% of employees report unfair treatment at work

2. Set clear goals and objectives

As with most initiatives, one of your first steps should be to define what success looks like. What metrics matter to you? Are you aiming to reduce absenteeism? Boost employee engagement? Foster a healthier work environment? Setting measurable goals will help you track the success of your programme over time and make adjustments where necessary.

3. Offer a comprehensive range of support

An outstanding employee wellbeing programme should cover multiple dimensions of wellbeing, including:

• Mental and emotional wellbeing: Offer support through Employee Assistance Programmes (EAPs) such as that offered by BUPA, counselling services, mental health awareness training for managers and stress management resources. You can even try flexibility initiatives such as those employed by Crest Nicholson, who allow employees to leave early on Fridays and buy or sell up to three days of annual leave. Creating a high quality mental health support network is key when it comes to addressing issues such as workplace stress and leadership burnout.
• Physical wellbeing: Provide gym memberships, organise fitness challenges or set up healthy eating initiatives like fruit delivery or healthy snacks in the office. Encourage physical health by offering employees access to resources that help them manage their blood pressure and overall fitness.
• Financial wellbeing: It’s important to support employee financial wellbeing. You could perhaps provide financial education, access to budgeting tools and offer support for issues like managing debt or planning for retirement. A solid financial wellbeing programme also includes clear communication about health insurance options, which can significantly reduce financial stress.
• Social wellbeing: Actively work towards an inclusive culture through team-building events, recognition programmes and ensuring open communication channels where employees feel valued and connected. Building social relationships improves employee health and contributes to a positive organisational culture.
• Digital wellbeing: Promote a healthy work-life balance by setting clear boundaries on after-hours communication and encouraging regular breaks from screens. Digital wellbeing is especially important in today’s remote and hybrid work settings, where technology can be hard to get away from, ultimately impacting both physical and mental health.

Related: How to support and manage remote workers

4. Involve leadership and line managers

No employee wellbeing programme can be successful without leadership buy-in and support. Senior management should champion the programme, providing the necessary resources and support to ensure its success. It’s also important to train line managers to recognise the signs of stress, burnout or mental health struggles in employees. Line managers play an essential role in creating supportive working environments that prioritise employee wellbeing.

5. Create an inclusive culture

An effective wellbeing programme should be inclusive, taking into account the diverse needs of your workforce. This means offering flexible working arrangements, recognising different cultural practices and making sure that all wellbeing initiatives are accessible to everyone. For example, you might provide resources in multiple languages, ensure your programme is sensitive to cultural differences and make initiatives available to remote workers. A culture that values personal growth and inclusivity will create a stronger sense of community among employees.

6. Communicate the programme clearly

Clear communication is the key to the success of any wellbeing programme. Employees need to be fully informed about the available resources and how to access them. Create a centralised platform, whether it’s an intranet page or a dedicated wellbeing section on your company’s app, where employees can easily find information about the programme. Employees should also be regularly reminded about the benefits available to them and encouraged to take full advantage of the offerings.

7. Tailor the programme to suit your company culture

The wellbeing programme should reflect your company values and culture. For instance, if your company values flexibility, you could incorporate more remote working options or flexible hours into your wellbeing programme. If your company has a high focus on innovation, integrating digital tools to support employee health and wellbeing (like a mental health app or an online fitness platform) may be the answer.

8. Encourage participation and engagement

Unsurprisingly, an employee wellbeing programme will only succeed if employees actually engage with it. Make participation easy and encourage involvement through incentives, regular reminders or challenges. For example, create wellness challenges that allow employees to track their physical activity, mental health practices or dietary habits over a period of time, offering rewards for milestones. Engagement with these initiatives will have a direct impact on improving both individual health and overall employee wellbeing.

9. Measure effectiveness and gather feedback

An ongoing evaluation process is essential to understanding how effective your programme is. Use employee surveys and feedback tools (such as our own employee experience platform) to gather input from employees about their experiences and the impact of the programme on their wellbeing. Consider using a staff wellbeing survey to measure factors like employee stress levels, satisfaction with the wellbeing initiatives and areas for improvement. Regularly review the data to ensure that your programme continues to meet employee needs and adjust it accordingly.

10. Provide continuous improvement

The best employee wellbeing programmes are dynamic and evolve over time. As the workforce, business goals and societal factors change, so should your programme. Regularly update your offerings based on employee feedback and new developments in the field of employee health and wellbeing. This might mean introducing new health benefits, bringing in new mental health initiatives or updating your digital tools to keep pace with the latest wellbeing trends.

11. Make wellbeing part of the company ethos

Wellbeing shouldn’t be seen as a standalone programme or an HR initiative; it should be ingrained in the company’s ethos. Employees need to see that supporting wellbeing is a top priority at every level of the organisation. Encourage management to lead by example by prioritising their own wellbeing and openly participating in wellness activities. This helps normalise the importance of wellbeing and signals to employees that they can do the same.

12. Be mindful of the budget

While creating an outstanding wellbeing programme is important, it’s also essential to be mindful of your budget. Wellbeing initiatives don’t always need to come with a high price tag. Many valuable initiatives — such as flexible working, mindfulness sessions or peer support programmes — can be implemented with minimal financial investment. Invest strategically in areas that will have the greatest impact on employee wellbeing, keeping in mind the long-term benefits.

Measuring the success of an employee wellbeing programme

The effectiveness of an employee wellbeing programme can be difficult to gauge without regular measurement. This is where employee wellbeing surveys come in. A wellbeing survey allows employers to collect feedback directly from employees, highlighting areas of strength and identifying areas where the programme can be improved.

By regularly conducting staff wellbeing surveys, companies can track employee satisfaction with the wellbeing initiatives on offer and make necessary adjustments. This ensures that the employee wellbeing programme evolves in line with the needs of the workforce, ensuring high quality outcomes for both employees and employers.

Investing in an employee wellbeing programme is a long-term strategy that benefits both employees and employers. High performing employees who feel cared for in terms of their health, work-life balance and overall wellbeing are more likely to be engaged, productive and loyal.

If you’re looking to measure the success of your current employee wellbeing programme or are considering implementing one, a staff wellbeing survey can help. Get in touch with us today to discover how a staff wellbeing survey can provide valuable insights into the health of your workforce and help you create a programme that truly supports your employees. Or you can click here for a sample of free wellbeing survey questions.