How can you promote wellness in your organization?

Conducting regular organizational climate surveys create a culture of engagement between employers and employees. Naturally, every creature wake up with a purpose to do something for the day, month and year and the worst feeling of employees is to feel insignificant in achieving the vision of the company. Employees show up for work to achieve a purpose and feel as belonging, therefore clocking in is a compliance matter and not a purpose delivery. The relationship requires consistent, constant and honest engagement as regularly as possible. Secondly, communications can't be left to communication specialists, who are regarded as "outsiders'. Line managers have more valuable impact in all engagements for sustained mental wellness.

Understanding what employees need is one of the most important things to do when it comes to 'wellness' as opposed to well-being in any organisation. Wellness is participatory, whereas well-being is mandatory. Recognising that employees can choose to 'opt-in' or not to wellness programs is important and that engagement within the population of those employees who are interested in participating in wellness programs is where the difference lies between an average and successful organisational wellness program.

Based on my experience, effectively evaluating a company's present state requires a close examination of its organizational culture and employee engagement trends. I've found that delving into health metrics and administering confidential surveys on well-being and engagement generates valuable insights. This method reveals subtle wellness requirements, facilitating the creation of customized and impactful programs.

Wellness means more than we might imagine. Wellness is contributed to mostly by organization culture. That means you must first understand the organization policies and how they impact on organization general attitude, employee motivation and performance level. You need to also gauge employee turnover verses retetion level. A sickling organization it is very difficult to improve wellness. As HR specialists we must ensure policies and procedures are somehow human friendly to creat enabling environment that employees feel at home and properly accommodated.

While survey is critical to understand the wellness need of the organization, it is also perhaps important to review some past health related data of the employees. That will surely throw some light on the consistent health hazards which will therefore lead to a robust wellness strategy.

The concept of Happiness Management is gaining prominence in organisations across globe. Bringing in changes to revamp stressful/ toxic work environment into a positive workspace , eventually wards of the stress improving employee wellness in long term.

Wellness strategy of the organization should also resonate with the value system. There should be some synergy between the values the organization represents and the wellness outlook. The synergy will therefore help in putting out the right message to the employees.

Defining an effective wellness vision and strategy hinges on aligning it closely with the company's broader mission and values. I've found that creating a vision that resonates with both leadership and staff, coupled with a well-structured strategy that includes clear objectives, achievable goals, and measurable outcomes, is crucial. Integrating this wellness plan into the overall business strategy ensures coherence and reinforces its importance within the organization's core operations.

Leadership alignment should be the key here to unlock the promotion of wellness in the organization. Once leaders gets aligned the respective teams will be also aligned towards a common goal.

Employee behavior often mirrors the actions of their leaders. Hence, it is crucial to stay informed about the plans and initiatives of our leaders. Leaders should take a proactive approach in engaging their teams, organizing regular meetings, and offering constructive feedback. This ensures a more cohesive and productive work environment.

Most of the non-core activities are outsourced in many organizations. Hence, it becomes very imperative to consult and involve external stakeholders like contractors, vendors and contractual workforce during planning and execution of such wellness program. Leadership is all about promoting inclusive growth, so that quality health care services are accessible to one and all in the organization.

As a leader, your employees and colleagues look to you to set the tone and make space for individuals to help look after their mental and physical wellness. The specific wellness needs of each different organisation will of course vary and so leaders must understand the needs of specific organisation and have the flexibility to be able to cover any gaps that emerge. Having witnessed it first-hand, when leaders are not fully behind wellness initiatives and do not ‘live’ the wellness values / policies they preside over, this can lead to reduced employee mental and physical health, poorer productivity and ultimately higher incidence of long term sickness as well as increased churn - not recommended.

When leadership isn't actively involved in wellness programs, employees tend to show less interest. It's a clear pattern I've observed: if the top isn't on board, the rest aren't either. I always recommend that leaders personally send out emails or, even better, make a video. This personal touch really hits home with employees. It shows they're not just a name in an email signature, but real people who care about their team's well-being.

Showcase a work-life balance, by offering a routine wellness pack so the employee can create a habit for a healthy lifestyle. Combine nutrition with movement such as organising an outdoor activity (a hike, a sport class, outdoor yoga in the park), followed by a healthy breakfast or lunch on a weekly basis, where teams can meet and socialize outside of work. Also a mini-retreat including company strategic games + social activities, every 6 months could also be beneficial for the teams to meet and reconnect. By implementing these wellness programs you can create balance in your work environment.

Promoting wellness in an organization can be effectively approached by focusing on the five elements of well-being: physical, mental, emotional, social, and financial. This holistic perspective recognizes that wellness extends beyond physical health. Encourage practices that support mental health, like mindfulness or problem-solving workshops. For emotional well-being, consider resilience training or emotional intelligence development. Foster social connections through team-building activities or community involvement projects. Lastly, address financial wellness with seminars on budgeting or retirement planning. This multifaceted approach ensures a comprehensive wellness culture that caters to all aspects of an employee's life.

El desarrollo del bienestar puede darse de la siguiente manera: Talleres de salud mental: Brindar soporte emocional, con psicólogos Generar espacios de integración con campeonatos, actividades lúdicas, reuniones mensuales y voluntariados. Campa?as de salud, de cuidado visual, piel, corporal y fisico. Talleres prácticos de gestionan emocional, para el desarrollo personal y laboral, esto les ayudara a tener una mejor inteligencia emocional Flexibilidad laboral, poder comprender al trabajador cuando este tenga una necesidad personal de fuerza mayor . El desarrollo del bienestar desde varias aristas permite que los colaboradores pueda satisfacer gran parte de sus necesidades personal que impactan en su desarrollo organizacional.

Spice things up with a mix of wellness offerings! From yoga classes and meditation sessions to nutrition workshops and fitness challenges, variety keeps everyone engaged. Think of it as a wellness buffet – there's something for everyone to enjoy and benefit from.

It's important to maintain privacy in cases where the employees personal wellness has been impacted and the employee will not take support if he/she feels that the situation would be misused or exploited in any matter.

Establishing a supportive and inclusive wellness culture involves fostering an environment that values the diverse well-being needs of all individuals. Begin by promoting open communication about well-being, encouraging employees to share their perspectives and needs. Implement wellness programs that are inclusive and considerate of different backgrounds, abilities, and preferences. Provide resources and support that cater to a broad range of physical and mental health needs. Cultivate a workplace where employees feel comfortable seeking assistance and accommodations when necessary. Leadership plays a pivotal role in modeling inclusive behaviors and actively promoting a culture that prioritizes the holistic well-being of every team member.

In my experience plus years of study and coaching, health goes both ways mental/emotional to physical and vice versa. Interestingly it seems that emotional pain remains imprinted in our body-mind-soul, and it is triggered when similar experiences are lived again; whereas physical pain is usually forgotten when overcome, although it may be triggered as well when connected to a particular emotion. Hence, as leaders and/or employers, looking after our teams’ well-being seems to me unquestionably essential.

One of our clients created a supportive and inclusive wellness culture by forming a wellness committee with representatives from various employee groups. Employees are encouraged to approach these committee members with any wellness-related concerns, ideas, or feedback. The committee members then bring these points to the wider committee for discussion and potential implementation. This approach ensures that changes in the wellness program are reflective of the diverse needs and voices within the organization, fostering a culture of inclusivity and active employee participation.

Wellness thrives in a supportive environment. Foster a culture where employees feel valued, supported, and included in wellness initiatives. Encourage peer support, celebrate milestones, and create spaces where employees can share their wellness journey.

Wellness has to be a cultural outcome. It cannot be band aid solutions like half day workshops. The organisation must feel responsible for employee wellbeing. Wellbeing is a feeling and is always work in progress so it should never be related to productivity. If wellbeing is genuine, productivity will happen.

Create consistent feedback channels which should come from the employees on the various wellness programs. Learnings from the feedback will therefore nudge the organization to improvise it's strategy.

The well-being of an organization should be closely tied to its culture and values. It is essential for this commitment to emanate from the employees and be dedicated to their benefit. Wellness is not a singular, isolated event; rather, it should evolve as needed. Focusing on enhancing employee engagement, performance, relationships, and health contributes significantly to fostering a thriving organizational environment.

We all know that a wellness program has to start with well-structured plan, but remember, it should be an ever-evolving process. It's essential not to rely solely on annual reviews or singular engagement surveys. Incorporate multiple touchpoints throughout the year for continuous feedback. For managers, especially those overseeing remote workers, I recommend conducting weekly check-ins at a minimum. These regular interactions allow for timely adjustments and ensure that the wellness program remains aligned with the evolving needs and well-being of employees. This approach keeps the wellness initiatives fresh, relevant, and effective.

To promote wellness in any organization we need policy and procedures and strategies of the company to be strong both for wellness of company and employees. Involvement of higher management is equally important in wellness of employees. Yes its true to create awareness of types of wellness" physical, mental, financial and physiological ". Create rules to types of wellness and integrate in company policies and procedures . Wellness matters to both employees and organization, if organization profits ratio is stable and high then it will reflect on the wellness of employees. The company strategies for business should outline goals to achieve, objectives and action plan of organization which directly is linked with the employees wellness.

Here are some fun ideas : Create a "Wellness Warrior" award to recognize employees who consistently demonstrate healthy habits. Launch a "Healthy Snack Exchange" where employees can bring in their favorite healthy snacks & swap them with colleagues Initiate a "Step Challenge" where employees can track their daily steps and compete against each other for prizes or bragging rights. Establish a "Wellness Committee" with colleagues of different departments to brainstorm & implement creative wellness initiatives. Host a "Wellness Bazaar" where employees can explore and sample different wellness products, services, & activities from local vendors. Create a "Wellness Wall of Fame" to showcase employee achievements in wellness challenges.

How To Promote Wellness In Your Organization: 1) Model it 2) Experiment with it 3) Create support systems for it 4) Analyze it 5) Adapt with it 6) Recognize it 7) Enjoy it

It is important not to engage in wellness activities just to tick a box off. Empathy is really important and managers should be taught to contextualize based on what their team members states are.

Instead of hampers with bottles of alcohol, chocolates and high sodium snacks, why not give employees Aura rings or Apple Watches for Christmas / holidays - then encourage them to track their sleep scores, steps etc. Instead of corporate gatherings, take them to a wellness retreat and educate on functional medicine.

An organization is created by its employees and exists for their benefit. Consequently, when delineating wellness initiatives, our primary objective should be to initially gather feedback on existing policies from employees and subsequently implement any necessary changes.