Video tutorial: How SAP have worked on securing employee buy-in to wellbeing benefits

Great, concise communication and a strong brand has helped SAP to secure employee buy-in to its wellbeing benefits, according to Neil Hopkinson, total rewards partner at SAP.

Speaking at the Employee Wellbeing Congress 2018 Hopkinson said the company’s Run Well, Run Live wellbeing programme launched in September 2016, focusing on three areas: activity, lifestyle and mental health. “At that point we didn’t have much of a programme. We had a brand and a framework for a programme,” he said.

However the company quickly built upon its existing offerings to launch a wider wellbeing programme. “We felt it was key to launch the brand at the start because then all future programmes could be tied back to this. It gave employees something to focus on and relate to and pulled our individual programmes into one overall offering. Without the brand we would just have a number of disjointed offerings,” he said.

Following the launch of the brand Hopkinson said communication was key – across a range of ages and through clear, regular and consistent communication that encompassed the whole story, he said.

The company has used five key communication channels: an internet site, monthly emails, fortnightly webinars, videos and induction packs. “We have the brand in place, got communication in place and are expanding our wellbeing programmes,” he said. Hopkinson said consistent, regular communication was key to embedding wellbeing into the company in the longer term.

This video was recorded at the Employee Wellbeing Congress 2018, held in London on 5 July.