How do you design a holistic employee wellness strategy that covers physical, mental, and social aspects?

I've learned through conducting several organizational mental wellness assessments that they can offer an amazing snapshot at a macro level. They provide a clear baseline to work from that you can later measure against to see how things are going. At the same time, every individual within the organization is unique and has something different that makes them tick. When it comes to designing a strategy around holistic wellbeing that is predicated on that macro level baseline, have perspective at a micro level to meet every individual where they are (i.e. Two employees are suffering from burnout. One employee finds the most value in accessing EAP counseling sessions, but the other finds the most value in self-help courses).

If you are stuck for where to start when creating a workplace wellness strategy - here are my top 6 tips: 💬 Wellbeing programmes should not be created as a tick box exercise, they are to support and retain your people. 👍 Get the leaders involved. 🏃 One of the most impactful actions we can all take is to move more. Make room for your employees to do just that. 🧠 Wellbeing is a mix of physical, social, emotional, financial, mental, spiritual and professional - consider them all. ⏱️ It is not a race. You do not need to cover all aspects of wellbeing and have everything mapped out at the start. 💬 Once you've spoken with your people about what they need and want...keep talking and reiterating.

Make sure you're addressing the #1 cause of employee stress: financial stress. When employees are living paycheck to paycheck, carry high credit card balances, and have little or nothing saved for emergencies or retirement, it makes achieving physical, mental, and social wellness nearly impossible.

Es necesario indigar la realidad o contexto, para ello es importante seleccionar alguna metodología en específico e ir vaciando en una base de datos toda la información obtenida. Cabe destacar que, la sistematización de la experiencia es fundamental. LA detección de necesidades va más allá de una simple descripción, sino que es una "radiografía" de la realidad a intervenir.

Feet on the ground. Build relationships and have ambassadors to help give you the inside scoop on what is wanted and needed. People are always having conversations and dropping insight. The question is are you listening and taking notes.

Less billable hours for attorneys! To bill 1800 hours in a year means attorneys need to *actually* work approx. 2420 - 2435 hours a year! Unlimited PTO sounds good as a marketing tool, but in reality if law firms wanted attorneys to take time for themselves, they would implement more realistic billing quotas like 1500 hours per year.

Balance no longer stops at “work/life”; an imbalanced life at home, carries over into the workplace. “New normal” remote work often blurs when to turn off work. Here are three steps to avoid the risks of overwhelm and burnout (1) Movement & Hydration: Encourage & support reminders to stand and move the body, and hydrate, every couple hours or so. This is more essential after lengthy periods of sitting, especially when hunched over a computer. (2). Nourishment: “You are what you eat” is not just a catchy quote; performance is impacted by what what we feed our body and brain. Eat a healthy breakfast and lunch, keep healthy snacks nearby (fruit, nuts, etc.) (3) Mindset: thoughts drive everything-be aware of your thoughts. Keep Focused.

> Offer a variety of programs to address different needs. Include physical activity challenges, stress management workshops, and social team-building activities. > Cater to diverse preferences by providing on-site options, online resources, and flexible schedules for participation. > Integrate wellness into your work environment. Encourage breaks, promote healthy work-life balance, and celebrate employee well-being initiatives.

To address this issue, consider implementing a wellness strategy for organizations starting with these three simple steps: 1) Understand the organization's culture by familiarizing yourself with its values, beliefs, and behaviors that influence the workplace environment. 2) Assess current stress levels and identify stressors by conducting surveys, interviews, or focus groups to pinpoint factors causing stress among employees. 3) Develop and execute targeted interventions by creating tailored programs and initiatives based on assessment findings to reduce stress and promote well-being. By following these steps, organizations can cultivate a healthier, more productive work environment where employees feel valued and supported.

Yes, you need to know what you're actually looking for and what the goal is. So many times nobody knows what they're looking to accomplish so they say it doesn't work, but that's not always the case.

Be clear on the outcomes you want to see. Absenteeism reductions, morale improvements, collaboration, motivation, productivity and output are great metrics.

As with any program, setting clear objectives and goals that align with the requirements of the organization ensure that the program is meaningful and delivers what is needed. Without measurable goals, it would be difficult to track progress and impact of the program.

Setting clear objectives is essential for a successful wellness strategy. Define what you aim to achieve in terms of physical, mental, and social wellness. Objectives might include reducing absenteeism, improving mental health, increasing physical activity, or enhancing team cohesion. Ensure your goals are specific, measurable, achievable, relevant, and time-bound (SMART). Clear objectives provide direction and a framework for measuring success, helping you to stay focused on the desired outcomes and ensuring that your strategy effectively promotes employee well-being.

Clearly define the goals of your wellness program. Whether it's reducing stress levels, improving physical fitness, or fostering social connections, setting measurable objectives will help guide your strategy. For example, we aimed to reduce employee stress by 25% within six months by implementing mindfulness sessions and stress management workshops. Research by the American Psychological Association shows that clear objectives can significantly enhance the effectiveness of wellness programs.

Establishing clear, measurable objectives is crucial for a successful wellness strategy. Based on your needs assessment, define specific, achievable goals that align with your organization's overall mission. Aim to improve key metrics such as reducing healthcare costs, increasing employee satisfaction, and boosting productivity. For example, set a target to decrease stress-related absences by 20% within the first year or improve employee engagement scores by 15%. Research shows that companies with well-defined wellness objectives experience a 56% higher employee participation rate in wellness programs. Ensure your goals encompass physical health, mental well-being, and social aspects (e.g., team building, community involvement).

We must have more empathetic leaders. Who build support to their teams. Corporate leaders need to listen closely to the needs of their employees, be open to what works best for their teams and provide increased opportunities for support. Build workplaces where employees and productivity thrives. Taking time to rest should not be viewed negatively but as investment into your wellbeing. There should be assessment of workers job role, capacity and output. This will assist management in determining how much work is excessive and how daily working hours and responsibilities should be organized. Leaders should understand that good wellbeing structure for organisations benefits the organisation first. Employees later. THIS IS THE RULE.

Adopting a holistic approach to your wellness program ensures that the employees feel looked after and taken care of from every angle. Variety, flexibility and customisation are key when it comes to choosing activities that cover multiple dimensions of wellness.

Community events and consider "puppy day" where you coordinate with shelters to bring dogs on site. Who doesn't enjoy some puppy love?

Wellness activities should cover a wide range of wellness aspects - financial, mental, physical, emotional and social wellness. Before deciding on the activities, it's always helpful to have a deep understanding of the organization's culture, so that the activities can be aligned to that. Another important point to remember while creating wellness activities is inclusion. Make sure the activities are designed to include everyone in the organization who will be participating.

Select a diverse range of wellness activities to address physical, mental, and social well-being. Offer on-site fitness classes, nutritional counseling, health screenings, mindfulness workshops, stress management seminars, and access to mental health professionals. Foster social connections through team-building exercises and volunteer opportunities. A RAND Corporation study found companies offering comprehensive wellness programs see a $1.50 return on investment for every dollar spent. Include both in-person and virtual options to ensure accessibility. Incorporate activities promoting work-life balance, such as flexible scheduling. A well-rounded selection increases the likelihood of engagement across your workforce.

Make sure all the benefits are communicated to your team or they won't use them. With online platforms like Oliva, it's important everyone knows the benefit of using them and how to, but also has the time scheduled to maximise them.

Some things I've found helpful include gym memberships, mental health days, coaching and counseling services, and team-building activities. Of course these should be measured against employee needs and adjusted accordingly for optimal effectiveness.

Choosing the right activities to support your wellness objectives is crucial. For physical wellness, offer fitness programs, healthy eating workshops, and ergonomic assessments. For mental wellness, provide access to counseling, stress management workshops, and mindfulness training. To enhance social wellness, organize team-building activities, social events, and volunteer opportunities. Tailor these activities to meet the diverse needs of your workforce, ensuring inclusivity and accessibility. A varied and comprehensive approach helps address all aspects of well-being, fostering a healthier and more engaged workforce.

Select activities that cater to the diverse needs of your employees. This could include fitness classes, mental health workshops, social events, and more. In our company, we introduced a variety of activities such as weekly yoga sessions, monthly mental health webinars, and quarterly team-building events. This variety ensured that there was something for everyone, boosting participation rates. A Gallup report indicates that companies with diverse wellness activities see 41% higher employee engagement.

Le yoga, pratiqué en groupe, est une pratique holistique qui harmonise le corps, l'esprit et les relations sociales. En combinant postures physiques, respiration et méditation, il renforce la souplesse, apaise l'esprit et améliore la gestion du stress. Sur le plan social, pratiquer le yoga favorise des connexions positives, créant une communauté autour du bien-être et de la pleine conscience.

PLEASE DO THIS! So many times employees have no idea there even is a plan in place. No idea who the group is or anything. Make sure to let people know about the program.

Be super clear on anything new you're implementing, why it's in their best interests and goals, what's expected of the team, and how they can implement it. It's super difficult to put something into practise you don't understand!

It's so important to have a buy-in from the employees who will actually be participating in the wellness program. If the employees are not invested in the program and don't see a clear outcome for themselves, the program is more likely to fall flat on its face.

Communicating your wellness strategy effectively ensures employee buy-in and participation. Use multiple channels such as emails, intranet, social media, and meetings to share information about the programs and resources available. Clearly explain the benefits and how employees can participate. Regular updates and success stories can keep the momentum going. Transparency and frequent communication help employees understand the importance of the wellness strategy and how it supports their health and well-being, encouraging greater engagement and utilization of the offered programs.

Effectively communicate your wellness strategy to ensure maximum participation. Use multiple channels such as emails, intranet, and team meetings to spread the word. At my workplace, we created an engaging wellness newsletter and dedicated a section of our intranet to wellness resources. Clear and consistent communication helped increase awareness and participation in our wellness initiatives. According to a study by Virgin Pulse, clear communication is essential for the success of wellness programs.

Develop a multi-channel approach to reach all employees, using email, intranet portals, mobile apps, and physical signage. Create a compelling narrative emphasizing participation benefits and aligning with company values. Use data visualization to illustrate potential impact. Companies with strong communication strategies see up to 76% higher participation rates in wellness programs. Appoint wellness ambassadors from various departments to spread the message and lead by example. Host launch events or wellness fairs to generate excitement. Regular updates and success stories can help maintain momentum and encourage ongoing engagement in your holistic wellness strategy.

In my experience, offering less is more. When I do corporate wellness lunch and learns teaching employees how to help themselves stay out of pain, I find giving them just one or two action items is key. If we add to an already exhausting to-do list, no matter what we offer won't work if we don't get buy in. Plus, personalization is key. As a health coach, I prefer to work individually over a group so that the person feels safe and heard.

The current wellbeing programs are not designed to strategically position employees for long-term wellness. That’s where the opportunity is right now. This is a huge area of work. We need to approach wellness at work as a business strategy. Laying off people aggressively is not just an example of bad management behaviour but impacts the wellbeing of those that still work in the group. As a business strategy, the wellbeing program aligns company core values, employee values, and business needs first. Then and only then do you get to work designing, choosing committees, activities and the like where similar wellbeing activities define the culture. Just doing yoga or meditation is not enough. We need a cutting edge wellbeing strategy.

Establish a robust system for tracking key performance indicators aligned with your objectives. Use health risk assessments, biometric screenings, and employee surveys to measure changes in physical and mental health. Monitor participation rates, program satisfaction, and changes in absenteeism and productivity. A study by the American Journal of Health Promotion found well-designed wellness programs can yield a 3.27:1 return on investment through reduced healthcare costs. Analyze healthcare claims data to identify trends. Conduct focus groups for qualitative feedback. Use data visualization tools to present results to stakeholders. Regular evaluation allows you to identify successful initiatives and areas needing improvement.

Use KPIs like absenteeism, productivity, team morale, client results and feedback but also seek 1-2-1 qualitative feedback. How is their workload? What are their stressors? How are they coping?

Evaluating your results is key to understanding the impact of your wellness strategy. Use metrics such as participation rates, employee feedback, health outcomes, and productivity levels to assess effectiveness. Conduct surveys and focus groups to gather qualitative data on employee experiences and satisfaction. Regularly review this data to identify trends and areas for improvement. Evaluation helps you measure progress towards your objectives and demonstrates the value of the wellness programs to stakeholders, providing insights for continuous improvement.

Regularly assess the impact of your wellness strategy through feedback and data analysis. Use metrics such as participation rates, employee feedback, and health outcomes to evaluate success. For instance, we used surveys and health data to track the impact of our wellness programs, which showed a 30% reduction in reported stress levels. A report by the Global Wellness Institute emphasizes the importance of regular evaluation in maintaining the effectiveness of wellness programs.

Recognition can be as simple as verbalizing "way to go" or a photo shared to the company and/or social media. People never forget the way you made them feel.

Be flexible. Some models and support methods don't work for everyone. That's why Oliva has both on-demand support and self-guided resources.

As you design a holistic employee wellness strategy, one thing to keep in mind is to be flexible and adapt. The program has to work for the organization and that means that it needs to be reassessed periodically. The program should be adjusted to make sure the employees' needs are being met. If one approach is not working too well, it's time to revisit the redesign, improvize and adapt new ideas and activities to meet those needs.

Adjusting your strategy based on evaluation findings ensures it remains effective and relevant. Use feedback and data to identify what’s working and what’s not. Be prepared to modify or add new activities, update objectives, and change communication methods as needed. Stay flexible and responsive to the evolving needs of your workforce. Continuous improvement helps maintain employee engagement and ensures that the wellness strategy continues to support their well-being effectively, leading to sustained health benefits and organizational success.

Be prepared to make adjustments based on the feedback and data collected. Flexibility is key to ensuring your wellness strategy remains relevant and effective. After evaluating our programs, we realized the need for more mental health support and introduced additional resources such as access to counseling services. Continuous improvement ensures that the wellness strategy evolves with the changing needs of employees. Research by Deloitte highlights that adaptable wellness programs lead to sustained employee engagement and satisfaction.

Regularly review evaluation data and make data-driven adjustments. Investigate underperforming programs and consider alternatives. Stay informed about emerging wellness trends and new technologies. A Willis Towers Watson survey found 84% of employers plan to increase focus on mental health initiatives. Be responsive to changing employee needs and preferences. Implement a suggestion system for ongoing feedback and ideas. Foster a culture of agility to ensure your wellness strategy remains relevant and impactful. Continuous improvement is key to maintaining an effective holistic approach that addresses physical, mental, and social aspects of employee well-being.

Really get to know your employees and their needs- cookie cutter measures absolutely reads fake. When people love and feel good working at their companies never say things “oh we get fresh fruit” or “we have free pizza on Fridays”…. They say things like “ I got to take my elderly parent to his medical appointments in the middle of the day as part of my flexibility”.

Una metodología que me ayuda a tener una mirada holística del bienestar de los empleados es la arquitectura del bienestar corporativo. Esta visualiza el bienestar como una casa 🏠, donde los pilares son las intervenciones físicas, mentales y emocionales, sustentadas bajo una base de hábitos saludables, para así sostener el techo o la estructura del bienestar. Sin una buena base de hábitos, los pilares no resistirían y la estructura se vendría abajo. De ahí la importancia de incluir la formación y constancia de hábitos en los programas integrales de bienestar para empleados.

Make sure your team have the time to implement nd use the tools you're providing. Lack of time is a key blocker if they think it's just another task on a long list and don't understand the inherent benefit!

In addition to the steps outlined above, consider integrating technology to enhance your wellness strategy. Utilize apps and platforms for tracking health metrics, scheduling activities, and providing virtual support. Collaborate with wellness experts to bring in professional guidance and create a comprehensive wellness program. Also, ensure that your wellness initiatives are inclusive, catering to the diverse needs of your workforce. By considering these additional factors, you can create a robust and effective wellness strategy that supports the overall well-being of your employees.

⚡Más allá de simplemente promover la salud, es fundamental enseñar a los colaboradores a establecer y mantener hábitos saludables. 🤷🏻♀️Por que muchas veces tienen el conocimiento pero no saben como implementarlo (y sostenerlo). Al aprender a establecer y mantener rutinas saludables, como una alimentación equilibrada, ejercicio regular y técnicas de gestión del estrés, los dotamos de herramientas para gestionar mejor su bienestar físico, mental y social a largo plazo.💪🏻 Esto a su vez, fomenta un ambiente laboral más saludable y productivo, que aumenta la satisfacción laboral, productividad, lealtad y el sentido de pertenencia.👨🏻💼

Consider the importance of leadership support and involvement in your wellness strategy. Leaders should model healthy behaviors and actively participate in wellness initiatives to demonstrate commitment. Encourage a culture of wellness by integrating health and well-being into the company's core values and policies. Provide training for managers to support their teams' well-being effectively. Additionally, consider the impact of the physical workspace on wellness and make necessary adjustments. By fostering a supportive environment and leadership buy-in, you can enhance the effectiveness and sustainability of your wellness strategy.

Address diversity, equity, and inclusion in your wellness strategy. Ensure programs are accessible and culturally sensitive to all employees. Offer resources in multiple languages and accommodate dietary restrictions. Implement financial wellness initiatives to address a key stressor. Explore partnerships with local health providers to expand offerings cost-effectively. Consider environmental factors like office ergonomics and air quality. Stay informed about legal and privacy regulations, ensuring compliance with laws like HIPAA. By taking a comprehensive approach that considers these additional factors, you create an inclusive and effective strategy supporting all aspects of employee well-being.

Prioritise wellbeing Have dedicated people and teams for creating wellbeing programmes. The new workforce needs to understand worklife balance, social connections, community work at work, there’s a need for a more supportive company culture. Define wellbeing goals with metrics. Find your value in Wellbeing. Unless organisations find value in Wellbeing they will not invest in Wellbeing programme. Nike has a wellness and recreation centre. We are at a cusp of an employee burnout and fatigue, the burdened employee is only going to burden the organisation. It’s time to empower your employees