Is this a cry for help? Is it sickness, or a family or financial problem?
Look after your employees and volunteers and they will look after you
It has been said time and time again, a wellness strategy cannot be implemented on a bits and pieces basis.
The strategy would be a rather grandiose description if you are going to randomly pick the occasional workshop and maybe throw in a few flu inoculations over the year.
Your role, as a leader, should involve laying out a strategy with measurable goals over the year to effectively develop and manage your employee’s health and well-being.
Some key questions you need to assess:
- Is your wellness strategy be applicable to the employees and the community?
- What will be the benefits of a health and well-being program?
- How will it be implemented with minimal disruption to daily routines?
- How will follow-up be managed?
- Which health and well-being professionals will support your strategies?
- What is the business actually trying to get out of a wellness program?
- Will we involve the employees in the design of the program?
The importance of design in a health and well-being strategy
It is all well and good implementing a specific strategy for health and well-being, but are you equipped to provide the resources, counselling and follow-up support?
If your in-house team is not equipped, you are likely to create additional pressures on yourself and your team, creating a negative attitude toward any health and well-being initiative
“The best six doctors anywhere and no one can deny it are the sunshine, water, rest, air, exercise and diet”. Wayne Fields
The team needs to plan the health and well-being strategy for the year ahead and work with the health professionals to lay out their goals and aspirations.
Typically a plan might include something the following
- The health and well-being issues you will address during the year.
- The objectives or outcomes you expect to achieve.
- Identification of timing issues, seasonal and specific events that will be involved.
- Roles and responsibilities of each team employee.
- Anticipated issues that might arise with each employee.
- Follow-up and support procedures that will be required.
- How will this strategy become an ongoing initiative?
By making the upfront investment of defining your health and well-being strategy and the implementation plan you will be able to achieve a positive result for the employees.
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As a leader, if you don’t have a plan you’re not doing anything for your own peace of mind and as we know, peace of mind is the starting point to improving health and well-being.