Looking after your employees brings benefits to both your workforce and your company as a whole, but developing and delivering an effective health and wellbeing strategy can feel daunting. Our experienced team are here to help.

Unique experience and resources at your finger tips

Step 1:

Consultation & planning

Step 2:

Building awareness

Step 3:

Behavourial change

Step 4:

Measuring benefits

Step 5:

Review & optimisation

Annual Wellness Programme Design

Our Wellness programme

Step 1:
Consultation and planning

Trying to develop a health and wellbeing strategy can feel overwhelming. Our experienced consultants, established tools and proven methodology ensure we create the most effective programme for your business.

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Formulating your Health and Wellbeing strategy

As a starting point, consider your corporate goals. Do you want to focus on performance factors such as absenteeism, attracting top talent or improving productivity? Or softer factors like rewarding your staff and enhancing your employees’ health and wellbeing?

Step 2:
Building awareness

Making health and wellbeing services available to staff will have a positive effect on both your workforce and your business, but the effects will be maximised only if your employees know about and make use of these services.

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Creating strong foundations and a proactive approach

It’s simple - tell your staff what your wellbeing strategy is, what’s on offer and why, and what the benefits will be to both them and the business. Explain why health and wellbeing is on your agenda, why you have selected the benefits you have, the challenges you’ve faced and what you hope to achieve.

Step 3:
Achieving behavioural change

Your health and wellbeing strategy will only be successful if it generates positive behavioural change amongst your staff. This involves consistent communication and follow up, embedding the strategy at the heart of your business.

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Implementation and staff engagement

Clear internal communication is important but it must be followed up to ensure success. To keep the momentum going, meaningful, ongoing communication with employees must occur in meetings, performance reviews and total reward statements. 2-way communication is crucial too. Give staff a voice by providing the opportunity to feedback.

Step 4:
Measuring the benefits

Over three quarters of employers do not measure return on their health and wellbeing investment. Effective measurement will not only help you to justify spend, but will assess the impact your health and wellbeing strategy has had.

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Measurement and evaluation

The measurement you put in place really depends on your objectives – were they driven by financial metrics or to reward employees? Combining different measurements can be the best approach; for example, a staff focus group and discussion combined with hard, empirical numbers.

Step 5:
Review and optimisation

Your evaluation should refer back to the objectives you set out to achieve when developing your health and wellbeing strategy. The aim is to identify any learning that can be taken forward to improve future performance.

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Identifying success and key learnings 

What was successful? What wasn’t? Identifying opportunities for improvement will ensure the continued success of your strategy.

Contact us to request a meeting or a call back

  • Discuss your strategy
  • How to solve problems
  • Plan how to reach your objectives

Call us
03332 207 427