"...even on a ruthlessly practical level, allowing and encouraging employees to exercise at work makes good sense. I see employees return from workouts refreshed and better focused on their jobs. Time lost on exercise is made back and more in terms of improved productivity. And research backs this up." Ryan Holmes - CEO Hootsuite

Most forward thinking  managers and HR teams know that corporate wellness can be effective. But many companies are creating programmes and have no idea whether they are effective. Unless you are just doing it to be altruistic (nothing wrong with that), it's a good idea to know the follwing things:

  • Why are you creating a Corporate Wellness Programme?
  • What strategies will be most effective?
  • How do you quantify success?

Why are you creating a Corporate Wellness Programme?

This might seem like a strange question, but many companies start creating a programme without actually knowing what they are aiming to tackle? In my experience, the big 3 metrics to target are:

  • Absenteeism

  • Presenteeism

  • Staff Turnover

To be able to create a proper business case for corporate wellness we need to have the figures. At Tailored Fit we created a free tool for companies to assess the cost of absenteeism, presenteeism and staff turnover. Knowing what they are costing your company, can guide your decision making on knowing what you need to tackle. 

What strategies will be most effective?

Once you know what you are aiming to tackle you can then evaluate what services will be most effective. 

If you are having issues with presenteeism due to high-levels of stress, you could implemet a programme of mindfulness coaching. 

If staff are missing work due to musculoskeletal issues, you could provide Yoga classes, on-site physio or ergonomic assessments.

If you have high turnover of senior staff, you could implement an executive wellness programme to retain your key talent

How do you quantify success?

Setting targets based on data upfront allows you to quantify results. a specific target could be:

Goal: Reduce recruitment costs by £70,000 by reducing turnover of senior management  by 30%

Method: Implement executive wellbeing programme to improve stress resilience alongside mindfulness programme to help staff with stress and communication.

This is obviously still quite a broad goal. You would aim to set further goals including programme penetration and employee engagement scores. This gives you quantitative data alongside qualitative data, allowing you to undertake a well-rounded assessment of success. 

Key takeaways

  • Be data-driven. Use our financial calculator to get your figures. It can be found here.
  • Implement wellbeing strategies that solve specific issues.
  • Set goals and monitor outcomes objectively and subjectively.

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