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Introduction 1. The business impact of wellbeing 2. What the research says 3. The wellbeing strategy cycle 4. Using feedback to build your case 5. Pulse survey best practice 6. Case study: Halo Leisure 7. How do you know wellbeing is working? 8. Four metrics to monitor 9. Tips to engage stakeholders Summary and quiz
In this video, Vicky Walker explains why it’s so important to set strategic goals for your wellbeing programme.

Video summary

Having clear aims and metrics for your wellbeing programme helps you be more precise in your recommendations, taking wellbeing from a ‘nice-to-have’ to an essential business priority. While you might use industry averages to establish a baseline, metrics designed around your own workforce are always more compelling. Closely monitoring your wellbeing activities helps you gets buy-in for future investment, demonstrate impact and know when to make changes to your approach. Some key metrics to consider include:
  • Employee absences
  • Mental health days off
  • Engagement and productivity
  • Cost to recruit
  • Onboarding time and cost
  • Employee turnover
As the wellbeing cycle shows, you need to be continually collecting feedback to inform your strategy, then make sure you’re communicating with both your colleagues and your decision makers to really shout about the wellbeing support you’ve put in place.
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