More employers are recognizing the importance of employee wellbeing and are looking to design corporate wellbeing programs. However, building a successful corporate wellbeing program isn’t always easy. There’s a lot to think about—from cost to understanding what employees really need. If you’re looking to create a wellbeing program that works, there are a few things we recommend looking into first.
A wellbeing program is a specific set of activities or initiatives that are designed to support employee wellbeing. These programs focus on a specific area of wellbeing, such as mental health or stress management. Each program is tactical with short-term goals and is a component of a broader organizational wellbeing strategy.
Common reasons wellbeing programs fail
Even though wellbeing programs are beneficial, they often don’t hit the mark. Why? Here are a few common reasons:
- Lack of employee engagement: If employees don’t see the value or don’t feel like the program fits their needs, they won’t take part.
- Too expensive: Wellness programs can get pricey if not managed properly, and if they aren’t a good fit, they won’t bring the desired results.
- Leadership doesn’t set the example: If leadership isn’t on board or doesn’t model healthy behaviours, employees will be less likely to follow suit.
- Not enough time: Employees are busy, so programs need to fit into their schedules. If wellbeing programs feel like another task on their to-do list, they may get overlooked.
How to make your wellbeing program work
Here are some critical steps to help you build a program that supports employee wellbeing while aligning with organizational goals.
1. Define wellbeing
The first step in creating a wellbeing program is defining what wellbeing means to your company. This should involve input from a diverse range of voices at all levels of the organization to ensure inclusivity and relevance. Consider these questions:
- What does wellbeing involve within your company?
- Why is it important to the organization?
- Who are the primary stakeholders in wellbeing initiatives?
- Does the executive team support the wellbeing direction, including the expected outcomes?
- Have all departments been involved in defining wellbeing and identifying their unique needs and concerns?
- What does wellbeing mean to our company?
- What role do we believe wellbeing plays in achieving organizational success?
- How do we want employees to feel about their experience at work?
- How will employees thrive professionally and personally?
2. Create a corporate strategic plan for wellbeing
Next, develop a strategic wellbeing plan that includes input from across the organization. This plan should outline clear objectives that align with both employee wellbeing and company goals. Key considerations include:
- Is there diverse employee participation in developing the plan (e.g., different roles, ages and gender)?
- Have you conducted an external evaluation of wellbeing programs from other companies and an internal evaluation of your own?
- Are your company’s mission, vision and values clearly reflected in the wellbein program?
- What metrics or indicators will we use to measure the success of our wellbeing efforts?
- Is there an operational structure in place to achieve these goals?
- Does the wellbeing plan align with the overall strategic direction and financial goals of the company?
How do we want wellbeing to be integrated into our policies, programs and daily operations? Your wellbeing plan should be comprehensive, actionable and aligned with the larger business objectives, so that it supports both employee health and the company’s bottom line.
3. Leadership training and modelling
For any wellbeing program to succeed, leadership must be fully on board. It’s important that leadership not only understands the purpose and goals of the program, but also actively demonstrating the behaviours it promotes. To achieve this, consider the following questions:
- What role should leaders and managers play in fostering a culture of wellbeing?
- What training is required for leaders to be role models and lead by example?
- How will leadership communicate the value of wellness to promote clarity and buy-in across all levels of the organization?
4. Company communication plan
Once your wellbeing program is in place, the next step is communicating it to the organization. A strong communication plan is key to achieve employee awareness and engagement with your programs. To make sure you’ve covered all of your bases, consider the following questions:
- What are the best channels for communicating wellbeing initiatives (e.g., newsletters, intranet, meetings, etc.)?
- Who should be involved in implementing the communication plan?
- How will you ensure all areas and employee groups being reached? Will communication tactics vary for different employee groups?
- How will you measure awareness and engagement with the wellbeing programs?
- How can leaders embed the idea of a wellbeing-focused culture into recruitment, onboarding and professional development?
5. Evaluation and feedback
Finally, defining success and evaluating the impact of wellness programs is crucial for continuous improvement. The evaluation process should consider feedback from all employees, including both active program participants and non-participants. Key steps include:
- Are the program’s impacts being measured based on the strategic goals (e.g., participation, behavioural change, satisfaction)?
- Are feedback mechanisms in place to capture both positive and negative responses?
- Is there a dedicated team or committee to review feedback and make necessary adjustments to the program?
- How is evaluation data shared with key stakeholders, and how are improvements implemented?
The cost of wellbeing programs (and how to keep it affordable)
While wellbeing programs can make your workforce more productive and engaged, you may be worried about the cost. The good news is that there are a variety of wellbeing program options at different price points that can still make a significant impact. Here are some ideas to consider:
No or low-cost wellness ideas:
- Free resources: Many employees already use free apps for mental health or fitness. Share these with your team to give them easy access to support.
- Partner organizations: Look for local organizations that offer things like animal therapy or other wellbeing activities you can partner with.
- Flexible breaks: Allow employees to stagger their breaks or work hours to give them more control over their day.
- Social activities: Host lunch-hour activities or casual social events to help employees build relationships and connect with their colleagues.
- Employee recognition: Show appreciation with small gestures like thank-you cards or gift cards—everyone likes to feel valued.
- Workplace flexibility: Let employees work from home or other locations if possible. It’s a simple way to support their work-life balance.
Cost-based wellness ideas:
If you have a bit more room in your budget, here are some ways to enhance your wellbeing program offerings:
- Ergonomic office spaces: Invest in comfortable, ergonomic furniture and make sure your workspaces are well-lit and welcoming. Adding plants and improving common areas can also make a difference.
- Spaces to shower/change: Provide employees with an area where they can shower or change. This will encourage them to bike to work or get active during their lunch break.
- Paid volunteer days: Give employees a paid day to volunteer for a cause they care about. It’s a great way to boost morale and give back to the community.
- Lunch and learns: Host lunch-time education sessions on topics like nutrition, caring for aging parents, reading a paystub, money management and reducing stress. Provide lunch to make it even more appealing.
- Company events: Plan events like field trips or team-building activities. Offering prizes for achievements can also be a fun way to recognize employees.
- Mental health training: Provide mental health awareness training, especially for leadership, so they can support their teams effectively.
- Recharge spaces: Create places where employees can take short breaks to recharge—whether it’s a cozy break room or even a designated nap area.
- Exercise classes: Offer fitness classes on site to make it easier for employees to get active without leaving the workplace.
- On-site daycare: If possible, provide daycare options on site for employees with young children. This can reduce stress and make it easier for parents to balance work and family life.
Building a successful corporate wellbeing program
Creating a successful wellness program requires more than just offering a few perks—it’s about crafting a program that reflects your company’s culture, aligns with your goals and meets the unique needs of your employees.
Remember, wellbeing is an ongoing effort that requires consistent evaluation and flexibility to adapt to your employees’ needs. By prioritizing wellbeing thoughtfully and strategically, you’ll have a healthier workforce, ultimately supporting your company’s long-term success.
Get started on your corporate wellbeing program
Need extra support planning your corporate wellbeing program? Reach out to our Wellness Advisors at wellness@ab.bluecross.ca.
