Kicking off the new year with another national lockdown was the news we all half-expected, but were hoping to avoid. As we come to the end of the first week of lockdown 3.0, we thought we’d set our sights on the year ahead, and how we can make 2021 a great year for health and wellbeing.
Time to read: 3 minutes
As we are all-too-aware, 2020 was a challenging year. But as Boris said: “We’re not out of the woods just yet.” If we’ve learnt anything, it’s that wellbeing is crucial in getting us through the pandemic, as well as ensuring we bounce back once we hit the recovery phase.
Wellbeing isn’t just one thing – it’s a lense we should be applying to the employee experience, and one which can help guide decisions that keep people engaged, motivated, healthy and fulfilled. The CIPD write: “wellbeing is not just about initiatives; it’s about aspiring to position employee well-being as a continuous thread that runs through every operational decision, a cultural lens that guides everything we do and how we do it.”
We all know the benefits of investing in employee wellbeing. Research conducted by Virgin Healthmiles shows that 87% of employees state that wellness initiatives positively impacted work culture. There is also the demand for these incentives– 96% of employees who take part in wellbeing initiatives participate out of a genuine desire to improve their own health – making it a far bigger motivator than financial incentives. There are also benefits in terms of attracting talent with 88% of people saying they think about what wellbeing benefits are available when choosing an employer.
One thing’s for certain: as an employer, wellbeing should be front and centre – and COVID, as with many things, has accelerated this need. With this in mind, we’ve created this printable 2021 health and wellbeing calendar. When designing your wellbeing strategy for the coming year, aligning your wellbeing activities with key national and international awareness days creates a strong foundation. Wellbeing activities that are connected to national and international awareness campaigns have far higher engagement – because people will be hearing the message outside of work too, and your internal communications will be amplifying the message.
At Baker Stuart we have experience not only of supporting organisations in the design and implementation of their wellbeing programmes, but also in measuring employee wellbeing levels in order to create bespoke programmes that will add most value to them.
If you don’t already have a wellbeing programme in place, and would like to discuss how to go about doing so, then get in touch at email@example.com and we would delighted to help. Alternatively, if you have a programme in place, but aren’t sure how well it is working, and what you could do to improve it, then let us know and we can happily audit your existing processes and procedures and advise on the best course of action.
About the Author: Since joining Baker Stuart almost three years ago, Katy Lawn has guided our research approach using the knowledge and experience gained from her PhD research on boredom in the workplace. In addition, she is shaping our wellbeing services to enable clients to support a thriving, productive, happy workforce. When not working for Baker Stuart, Katy is a keen runner and yogi who can otherwise be found watching classic films.
About Baker Stuart: We are an independent specialist consultancy providing a comprehensive range of innovative workplace strategy, workplace management and change, move management, project management and programme management services. Thinking about optimising your workplace, interested in knowing more about the #futureofwork or need help preparing your office for the #returntowork? Get in touch with us here.