How to create a successful corporate well-being strategy for your company?

Stats – Good Practices – Resources

How to create a corporate well-being strategy and why?

So, you’d like to address your employees’ well-being?

Perhaps your CEO has recently decided to get started with a corporate wellness strategy? Perhaps he or she has decided if should become part of the general company’s strategy?

Well, science says it’s the right thing to do.

In this article, we will show you some of the science-based evidence that clearly shows that if your company doesn’t invest in a corporate wellness strategy, it might actually become an issue on the middle term.

For example, did you know that employees who have a higher feeling of well-being are 33% more engaged and appreciate their work 42% more than those who feel lower levels of well-being*?

But that’s not all. Employees that feel better are 30% more loyal with their colleagues and are 36% more susceptible to recommend their company as a great place to work*.

Isn’t that the best advertising investment you could possibly make?

The current disengagement problem

You’re probably already aware that disengagement at work is skyrocketing and reaching some all-time highs.

According to a Gallup 2018 study, 90% of French and Belgian employees are not engaged in their work anymore

No need to mention this creates serious problems for companies and employees themselves. Absenteeism, burnouts, turnover, lack of productivity and a negative working vibe are just a few of them that could potentially have very serious consequences in the long term.

The solution?

Even if it’s already a great start, organising a weekly lunch-time yoga class and installing a ping-pong table in the office is not what will drive the results you hope for.

Well-being at work has to be part of a solid strategy. Just as your sales or marketing strategy. In fact, we could say your well-being strategy must be part of your global strategy.

We are talking about your teams and your employees. They are the blood of your company, the fuel that makes it move forward.

Making sure they are healthy and happy is just common sense when we think about it. If you’re nourishing the relationships you have with your clients, how come you’re not doing the same with your employees?

What’s even more important?

When you’re taking care of your employees, contrary to linear trends you could observe in other departments, you’re creating exponential results. You’re creating a network effect, an ecosystem, within your company which, in the long term, will rapidly grow outside of your walls.

If you’re still not convinced quite yet, just try to keep going without facing the situation. You’ll only realise you’ll get more and more obsolete as your concurrents adopt new management styles and work on more solid corporate wellness strategies.

Let’s be honest here. You’ll not be able to sustain long term results without addressing your employees’ health and well-being. As working hours, connectedness, and responsibilities are increasing, money is not enough to have someone dedicate his or her life to his or her job.

Workplace well-being and the fact of allowing your teams to take part in its implementation is the futures of work.

 

 

Mais pour le faire correctement, vous devrez avoir un plan solide en place, vous devrez suivre des métriques significatives, vous devrez vous engager et l’équipe de management devra s’impliquer également en montrant l’exemple. Enfin, vous devrez être cohérent et consistent car il s’agit d’une stratégie à long terme et non d’une solution rapide.

C’est un peu comme s’entraîner pour un marathon. Ne vous attendez pas à obtenir les meilleurs résultats après avoir vu votre entraîneur une ou deux fois. Vous devrez prendre votre entrainement et votre hygiène de vie au sérieux si vous souhaitez obtenir d’excellents résultats.

Voici quelques conseils pour vous aider à démarrer:

1. Créer un plan bien-être / QVT solide

Tout comme en marketing ou en ventes, ce n’est pas en prenant une action que vous attendrez vos résultats.

Vous devez avoir un plan bien élaboré, une stratégie annuelle, avec des métriques à tracker afin d’être certain d’être sur la bonne voix.

 

2. Quelles sont les métriques significatives à tracker?

Les métriques seront propres à votre organisation, ses points forts et ses points faibles, ainsi que les choses que vous devez améliorer.

Si vous ne savez pas par où commencer, un outil comme Wellnest pourra vous aidez à identifier l’état de votre société et mieux comprendre ce qui s’y passe et comment se sentent vos collaborateurs.

Mais un bon point de départ serait de tracker le turnover, le nombre de jours d’absence moyen par employé, et les jours d’absence de longue durée. Après 6 et 12 mois, vous pourrez faire le point et observer comment les choses évoluent suite à la mise en place de votre stratégie QVT.

Attention, ce genre de changement n’arrive pas du jour au lendemain, il faut en moyenne 12 mois avant d’observer un réel changement dans la culture d’entreprise et dans les niveaux d’engagement, de motivation et de productivité sur le lieu de travail.

 

*Sources: Quantum Workplace – 2016 Well-Being & Engagement Report and Artemis Research, 2018, Bersin by Deloitte, 2017.

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