Connecting with others - face to face meetings (if possible) is perhaps the most obvious way to help colleagues get to know each other a bit more
Being physically active - encourage colleagues to walk at lunchtime or arrange for inclusive challenges for colleagues to join
Keep Learning - provide colleagues the opportunity to learn new skills or gain insights from different departments
Give - perhaps colleagues may want to mentor jurnior colleagues to share their knowledge or expertise
For employers, wellbeing at work can reduce costs, increase productivity, enhance reputation and attract talent.
I'd think there are plenty of compelling reasons for both sides of the coin to help get support for launching such an initiative.
Wellbeing at work
According to research...
Employees who perceive that an organisation is more committed to safe practices will, in turn, demonstrate greater commitment to the organisation.
Employees who have access to wellness resources, such as health screenings, coaching and education, are more likely to adopt healthy behaviours and prevent chronic diseases.
Employees who experience less stress and more positive emotions are more creative, resilient and collaborative.
Employees who have a good work-life balance are more satisfied with their jobs and less likely to quit.
Employers who offer wellness programs can save up to $6 for every $1 invested in reduced healthcare costs and absenteeism.
Employers who promote mental health awareness can prevent productivity losses due to mental illness and substance abuse.
Employers who foster a culture of wellbeing can enhance their brand image and reputation as an employer of choice.
How to Achieve Better Wellbeing at Work
Achieving wellbeing at work requires a holistic and strategic approach that addresses the health risks and needs of the workforce. Some of the best practices for achieving wellbeing at work include:
Conducting a wellbeing needs assessment to identify the current state of employee health and well-being, as well as the gaps and opportunities for improvement.
Developing a wellbeing vision, mission and goals that align with the organisational culture and values, and communicate them clearly to all stakeholders.
Designing and implementing a comprehensive wellbeing program that covers various dimensions of well-being, such as physical activity, nutrition, mental health, stress management, social connection and work-life balance.
Providing employees with access to wellbeing resources, such as health screenings, coaching, education, incentives, policies and facilities.
Engaging employees in wellbeing activities, such as challenges, events, workshops, webinars and peer support groups.
Evaluating and measuring the outcomes and impact of the wellbeing program on employee health and well-being, as well as organisational performance and profitability.
Wellbeing at work is not only beneficial but essential for creating a healthy, productive and engaged workforce. By investing in employee wellbeing, employers can reap significant rewards in terms of cost savings, productivity gains, reputation enhancement and talent attraction. Wellbeing at work is not a one-time initiative but an ongoing commitment that requires leadership support, employee involvement and continuous improvement.
We offer year-round support for colleagues including live and on-demand classes for colleagues, ranging from yoga to HIIT sessions from 10 - 60 minutes. As part of our service, there are also a selection of challenges that can be scheduled in with any internal initiatives. Similarly, there are various email series that can be activated to offer ongoing support and focus on colleague wellbeing.
If you'd like to find out more, these are some of the resources sited.