A 4-step guide to ensure a wellness programme is also a staff retention tool
Almost half of employees know someone who left their job due to stress1. Eight out of ten workers have felt stressed at work in the last 12 months. Statistically, someone close to you is feeling the strain enough to consider leaving. This could be some of your best talent—how do you stop them?
A good wellness programme as part of a comprehensive employee benefits package is a must-have. When you prove that you’re looking out for the health—mental and physical—of the people who work for you, and show that you’re doing everything you can to lessen their stress, they’ll be much more likely to reward you with their loyalty.
Retaining employees
When employees know that their employer genuinely cares about their physical, mental, social and financial health, they’re much more likely to be happy, productive, and stick around for longer. 49 per cent of polled employees agree with the statement ‘The benefits offered were an important reason why I came to work for this employer,’ 60 per cent state that those benefits are ‘…an important reason why I remain with my employer’2. Clearly, while wellness programmes are important for recruitment, they’re essential for retention.
Here, then, are a few ways to make sure your wellness programme encourages your people to stay.
1. Plan
Don’t rush into the whole thing blind. Do your research, and put together a proper strategy with measurable goals. Remember, you know what you want this programme to impact upon—your staff retention—so tune everything you come up with toward that.
Even just asking people what they would like to see implemented will have a positive effect, here. Make sure people know what you’re planning, and that they have a voice. Not everyone expects the same thing from these programmes, and you may be pleasantly surprised by some suggestions.
Research employee assistance programme (EAP) providers, and pick one that fits with your culture. Talk to them about what you need.
2. Build a solid team
It can take a long time to plan and execute a good wellness programme. It’s a good idea to put a team on the project. HR, finance, compliance and key stakeholders should be represented, here.
3. Visibility & buy-in
Senior management should be fully aware of everything being planned, at the highest level—and they should be equally as enthusiastic as everyone else. Play up the strengths and benefits.
4. Customise
Related to the earlier advice on planning, the best way to make sure the programme suits everyone is to tailor it as much as possible. Simply starting a running club and expecting everyone to be happy with that won’t work.
Including everyone in the office isn’t easy, but if you extend a listening ear, and try to find compromises between suggestions that can benefit everybody, you’ll find that your staff’s satisfaction levels skyrocket. Everyone feels good when they’re listened to, and their ideas are implemented.
And when you’ve got your satisfaction levels up—your brightest and best are far less likely to leave. It’s a big commitment, but the time and money spent planning and executing a good wellness programme will pay off in the years to come.
This article is provided by Health Assured.
References
In partnership with Health Assured
Health Assured is the UK and Ireland's most trusted health and wellbeing network.
