Wellbeing

HR professionals: we help you see which wellbeing initiatives work

Lydia Watson

It’s important to take care of your organisation’s employees. For one, it makes business sense because wellbeing and productivity are so closely linked. But it’s also somewhere that, as a people leader, you can have a real positive impact – because people’s working lives have a huge influence on their general health.

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The problem is knowing how to improve employee wellbeing. Whether it’s free yoga classes or more social events, how do you know if your initiatives actually work?

1. Measure employee wellbeing in a repeatable way

First things first, you need a way to measure wellbeing. It’s hard to turn feelings into data – but we can help you there. We’ve built a wellbeing question set based on the four elements of wellbeing: physical, mental, emotional, and connectedness.

From your employees’ answers to Likert scale questions, we generate an overall wellbeing score – and how you’re doing in each area. From there, you can narrow your focus.

Wellbeing

2. Identify the main causes of wellbeing issues

Remember what we said about turning feelings into data? We ask open-text questions for that – where people write freely – and use our powerful technology to analyse their answers. It identifies the most spoken-about themes, so you can identify priority areas.

After pinning down any wellbeing issues to negative feelings about ‘leadership’, ‘inclusion’, ‘rewards and recognition’, or any other area is a good start. From there, you can dig into the comments themselves and start to make a plan.

3. Carry out a practical plan that’s backed by data

One issue for anyone working in Human Resources is getting leadership backing – especially if it involves them having to bankroll your new initiative. By basing your wellbeing strategy on data, you can make a business case.

When you’ve learnt what’s impacting wellbeing, use our action planning tools. Identify tasks and assign them to the relevant managers in your organisation – and tell your people how these changes have come from their feedback.

TODO

4. Remeasure to see new strengths (or weaknesses)

Survey done, insights found, actions taken – what next? Once you’ve implemented your wellbeing initiatives – whether it’s manager training on providing emotional support, free snacks, or ‘No Zoom Thursdays’ – it’s time to see if they’ve made a difference.

Follow up with another wellbeing survey, and tell your people it’s a chance to feedback on the changes you’ve made. Seeing that score increase, and wellbeing increase, will not only prove the business benefits of your initiatives – it’ll be the boost you need too.

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