Ashwani Deswal – Best Corporate Trainer | Life Coach and Well-being Expert
8 points to consider when adopting a Corporate Wellbeing Solution
Corporate wellbeing programs are being talked about and promulgated everywhere because they seem valuable and improve the reputation of the company, providing an edge over others, which has resulted in many employers putting together these wellness programs. Surely, well-being programs are an imperative tool to increase productivity, efficiency, reducing absenteeism and stress. They seem win-win for both employees as well as the employer, but are they really? Are all corporate well-being programs equally effective and successful? Can they go wrong and backfire the employer? Chances are high if they are not implemented properly. Like any other business strategy, they need to be well planned, properly drafted and well-executed otherwise all the efforts will go in vain. There are various roadblocks that can hamper the outcomes which should be dealt mindfully and consciously.
- Implementing a robust and successful wellness program requires consideration of the following points:
- 1. Communication is the Key
Communication is necessary at every step otherwise how will we deliver or convey what we want? Proper communication will help spread complete awareness about the programs. Until employees do not know the benefits, they will be sceptical about it and will be reluctant to join and contribute to the process.
- Employees shouldn’t look at these tasks and goals as an extra burden apart from work but as a means to rejuvenate themselves. A proactive leader should encourage, communicate the whole process with the employees.
- Employees should not be forced upon it, instead, they should be willing to join voluntarily and inclined towards their betterment. They should have trust in the corporate wellness solution that delivers what it says it does. Employers must remain dedicated, persistent and consistent throughout the journey.
Hence the wellbeing coach you choose for the program should be able to ignite interest and passion in the employees in the first session.
- 2. Bring Creativity & Drop dull approaches
In the name of wellness programs, various presentations are given, several incentive programs are provided, series of events are adopted, teams are divided, documents are prepared which makes them very boring and an add on compulsory task.
Here, creativity means including tools and activities that excite the employees and should be intriguing enough to make each and every one of them participate. It should be easy to understand and painless to implement and create a lively atmosphere, making them feel energetic, more zealous, full of joy and tranquillity. They should be enjoying all the activities. Also, the rewards should be creative enough to increase the participative level. Some will shy away, some will look for excuses, but let them adapt, give them some time. Don’t go too extreme, choose which is doable for the majority of the workforce, that everybody joins, enjoys, and benefits from which is easy and accessible to all without any discrimination.
- 3. One size doesn’t fit all
First and foremost question that comes to mind is – whether they will be successful or not? Is it suitable for all the employees? Do not follow an on- size-fits-all approach, employees are a dynamic aspect.
- A well-being program should also be, catering to their needs in the best possible manner. They should be in line with the company’s objectives as well. Also, before implementing a program clear objectives should be there in mind. Know your employees well, what are their requirements and how the company can cater to it.
- One program that works for other companies may not work for you, so it’s not wise to choose what is working for others, but what is best for your company. The employer can hire some help, outsource to those who are already in the industry.
- It is ironic and funny that there are some wellness programs in place that punish those who fail to complete the tasks, stay away from them, they are more harm than good.
- 4. Know your ‘Why?’
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It is always a prerequisite to everything, know why you started in the first place. Your intention should be crystal clear and free of negative bias.
The reason under the veil should not be different than what you are pretending above it. If it is a well-being program, it should be seen as a well-being program and nothing else. Otherwise, the whole objective will be diverted and distorted and will be reflected in terms of unsuccessful programs and same old ineffective results. Many companies take up wellness programs with the sole agenda of slashing the health cost of their employees and not because of the “true well-being of their employees”. Focus on improving the health of the employees, motivate them, taking care of them is an implicit duty of the employer, they are the assets of the organisation. Emphasis should be on the means, and not solely on the ends. A program which is sustainable should be chosen, long term effects should be given more importance over short and intimidating ones.
- 5. Proper and correct Feedback mechanism
There should be a channel for constant monitoring and that too without much hindrances and without bugging employees. Feedback is a nice tool for knowing whether the program is effective or not. Selecting the right kind of feedback indicator is necessary otherwise it may mislead your perspective, may give wrong information. There are various assessment methods available but should be chosen with great care, which gives you the overall picture.. Instead of looking at the accounting statements to see if profits have increased or not over a short period of time, look at the healthier and happier workforce, look how de-stressed they are, look at the smiles over their faces, look at engagement level, look at the increased camaraderie, look at the low rate of absenteeism and enhanced morale, more balanced personal and work life. These will give you the complete picture for the initial phases of the program and gradually the statement of your profits will speak for itself.
- 6. It is always best and wise to look out for Experts
Most of the companies ask their HR department to take this initiative creating more burden on current employees, also they may not have proper expertise in this area. They may be provided with certain kinds of training. This adds on to additional costs to the company, starting everything from the scratch. But one can choose a smart way, by outsourcing to those who are specially dedicated for corporate well-being. They will provide you proper solutions and strategies because they have the know-how of various disciplines required, know the complete process in and out, what is better and what is not, coordinating the overall structure, conducting it more smoothly and efficiently. Also, they have creative solutions, their perspective of looking at things and managing is different from internal company staff, they know how to evaluate the situations, they have their way of assessing the effectiveness. It can only be caught by the expert’s eye.
- 7. Wait for the fruits to ripe
Of course, work culture doesn’t change overnight, it takes time according to the size of organization, participation and engagement level of employees, support from their leaders and many other factors. It requires a certain amount of time. Do not rush, patience is a great virtue. A mango tree gives juicy mangoes only when it is nurtured properly with sufficient light, water and minerals and most importantly time. It will not give you mangoes the very day after the seed is sown. Old habits require efforts and awareness and it is the work culture we are talking about here.
- 8. Be flexible enough to welcome new changes
Sometimes, it may happen that your current program is not providing you with the desired outcomes even after trying hard, putting in so much resources and putting in so many efforts. They may be alienating those who require it the most. It is time to change your strategy, crafting it in a new way. There is no single recipe for it. Know why it is not working the way it should.
Keep these things in mind before planning a corporate wellbeing program for your employees. Want to consult India’s best wellness coach for corporate wellbeing solutions?
Ashwani Deswal provides customized corporate wellbeing solution for your organization.