© Cassandra Andrews 2017

Well-Being – not another HR initiative!

October 26, 2017

“We put apples in the staff room, engaged in a yearly well-being week, displayed some posters about stop smoking and got people to go for a walk…..so we are engaging in well-being…right?”


Whilst this is obviously more than some workplaces have achieved and well done if you have taken some of these steps, there is more to well-being than a simple plan focusing on employee’s physical health.


One definition of well-being by The Chartered Institute of Personnel and Development (CIPD) is “Creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation.”


The CIPD believes “that employee well-being at work initiatives need to balance the needs of the employee with those of the organisation.”


It is clear from numerous reports that have been produced over the past few years, that any approach to well-being should be holistic and integrate both the employees work and personal life; including physical, mental and financial health.  For example, if an employee is worried about their increasing debt it is unlikely they are going to be a high performing member of your team.


You do not need to spend a lot of money or spend time writing long and complex well-being strategies.  Why not start by looking at how well-being activities could be integrated with your business objectives or priorities. 


Perhaps you could look at how well-being influences your current procedures and adjust accordingly.  Look at the way you communicate, offering flexible working and ensuring your managers have the soft skills to support their teams.


Below are some ideas to support a culture of positive well-being:


  • Gain buy in from your Senior Management Team – If the top team are not engaged it is unlikely any initiative will be successful in moving forward, the leaders of the business should embed a culture of well-being at every opportunity.

  • Setup well-being champions or a forum/committee – Engage passionate and pro-active employees at all levels of the business, with the energy to promote and devise activities and encourage employee involvement.

  • Communicate – Encourage face to face communication, get your employees off their email and engaging with their colleagues face to face.


For more ideas on well-being or to discuss how I could support you with the introduction of a well-being or employee engagement programme contact me cassandra@cassandraandrews.com

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