• Coordinate a strategy session to discuss the key challenges with leaders and gather their thoughts on what outcomes they would like to see from an employee well-being perspective.
• Survey employees, or complete a Needs Analysis
• Build a strategy based on Leadership and employee feedback
• Make a specific ask to the Leadership Team to sponsor and visibly participate or support some key wellness activities that address the challenges identified.

Example 1: Desired outcome of reducing absenteeism.

An onsite flu clinic in the fall months would be a targeted program for reducing sick days. Ask Leaders to sponsor this event through providing financial backing, site-wide promotion specifically from Leadership such as speaking to it at an employee Town Hall, or by sending a site-wide email. Have them consider any additional opportunities to remove barriers to participation, such as providing flexibility in work schedules the day of the event, or even providing time off to attend.

Example 2: Desired outcome of a company culture of health.

Ask Leaders for permission and support to allow wellness to infuse itself into every company function in some way: a regular stretch break at every Town Hall meeting, free fruit & educational material available at an all employee training day, providing healthier options or non-food based rewards for celebration of hitting targets etc.

If you have some additional budget:

Plan to offer a quarterly (or whatever budget supports) wellness participation/education opportunity and have Leaders commit to promoting this event or activity to their departments. Encourage them to let their direct reports know that they support and encourage their attendance, and their direct reports and so on. A site-wide email inviting employees to attend, or even something as simple as showing up, for whatever amount of time their schedule will allow, are also simple ways to leverage leadership influence.

The next step:

Build Leadership recognition for wellness achievements & participation into performance reviews, rewards strategies and employee development/goal setting.

Example 3: Desired outcome of improving work-life balance for employees.

Hold a training session specific to your Leadership Team (and top performers) to learn about managing their energy through nutrition, movement and mindfulness. (We can help!) If upper management buys in to the idea of self-care through healthy habits and begins to practice them, this makes them great role models for all employees. Even if they are slow to start practicing these habits, just learning about them also helps them to keep this in mind when making business decisions that would impact the work-life balance and well-being of their employees.

We’re happy to answer your questions about how to best use your wellness budget to suit the needs of your employees and your business strategy. Reach out to us today to talk more about strategically using your wellness dollars.