Well-being is about people feeling highly valued and supported in the job they do in their place of work. It’s also about their health, productivity and performance which can usually lead to good bottom line numbers for companies. Business organizations that are well-structured and well-managed generally play an essential role in the promotion of employees’ health and over-all well-being. The benefits they bring result in the reduction of absenteeism and malingering illnesses and facilitates ease and speed of recovery and return to work after either a serious injury or illness.
At its simplest definition, well-being is about personal happiness, feeling good and doing one’s job in a safe and healthy environment.
Why Is Well-Being Important To A Company?
Experts in the corporate world say the cost of replacement of employees who resign can go as high as one hundred fifty percent (150%) of the departing employee’s salary, given the collateral costs of recruitment, hiring and training. On the other hand, business organizations which have a workforce that is highly engaged can reduce employee turnover by eighty seven percent (87%). You don’t have to be a rocket engineer to figure out its impact not only on a company’s net profits, but on the productivity, culture and over-all output of the business, as well.
And so, if you haven’t as yet taken employees’ well-being seriously in your company, now’s a good time. Work out a wellness program with a system that’ll increase productivity and bring in good figures for your company profits. Even more importantly, develop a wellness package for your staff that will result in over-all happiness and health.
Here are 5 easy-to-implement guides your company can adopt to create a well-designed wellness program to, not only raise your employees’ engagement level but as well, build a pervasive, positive culture in the workplace.
- Link your program to the company’s strategic direction. Get this running parallel with your company’s vision and values. This way everybody wins.
- Make sure you have a yardstick to measure your ROI. Launching a wellness program will naturally entail some investments. Put it all together with specific objectives and how success is to be measured. Check your rate of absenteeism, cost of employees’ wages and your company’s engagement scores. They’ll serve as an index against which you can compare performance after the program has been put in place.
- Get your top management to buy into the idea of a sound and well-grounded well-being program. It never hurts to have the support of everybody, especially the head honchos you might have to run too should problems crop up.
- Work out some quick wins. Provide initiatives that will help your staff to quickly jump in and level up.
- Don’t forget to have fun! The subject of wellness and health doesn’t have to be boring. Make sure your message is intriguing, trendy and to the point. It should inspire a change in behavior of your guys. Inject some lightheartedness into it or even some fun from time to time.
With something like this in place in your company, don’t be surprised to see your people with smiles on their faces Monday to Friday!