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    • Action plan

    Develop the right approach to health and wellbeing

    High effort

    High impact

    While some changes you make in your business can adopt a more standardised approach, looking after the health and wellbeing of your people is something that needs more tailored approach. Your employees have chosen to work for you for a reason, but that will only last in today's day and age if an employer continues to proactively ensure the stresses and strains of work are not becoming too much. There's a lot to learn from the way others have made improvements, but it all comes down to getting your people involved from minute one.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline
    What's involved? Ways to use this action plan Measuring impact
    1

    Spend some time learning about how other businesses have gone about improving staff wellbeing

    Impact: low

    Why will this help?

    Learning from the experiences and lessons of fellow business leaders is the best way to direct your own improvement efforts.

    Base your health and wellbeing strategy on people, not theories

    Poor mental health and stress are two of the top causes of long-term absence. Having a health and wellbeing strategy in place is one step towards supporting your employees and creating a motivated and productive workforce.
    2

    Find out what your existing employees like and dislike about their current working environment

    Impact: high

    Why will this help?

    Everyone's situation will be different. Whether it's someone struggling with their work/life balance because of a young child or someone feeling like they've been given too much responsibility, taking the time to speak to everyone on an individual basis will give you the foundation needed to address health and wellbeing in a meaningful way.

    Talking to your employees about health and wellbeing
    3

    Map your survey feedback to proven examples of changes that are proven to positively impact on health and wellbeing in your business

    Impact: medium

    Why will this help?

    By making even the simplest of changes, you'll be opening up your business to positive conversations about wellbeing. However, it's a constantly changing set of influences so see how your conversations line up with what are emerging as proven strategies to make positive change.

    Improving health and wellbeing in the workplace

    Smart leaders know that employee wellbeing impacts everything from productivity to performance. Use these tips to enact change in your business.
    4

    Appoint someone in the business who is responsible for overseeing staff health and wellbeing and work out what skills/training they need to do to be effective

    Impact: high

    Why will this help?

    Creating a designated wellbeing employee in your business can help other employees to open up about their experiences and create valuable feedback loops for the changes implemented.

    Should you introduce a chief wellbeing officer?

    An increasing number of firms are adding a chief wellbeing officer to the team. We break down the role and what they bring to the table.
    5

    Conduct a quarterly survey, anonymous or not, which provides staff with an opportunity to indicate where there are problems or issues that are impacting on their health and wellbeing

    Impact: high

    Why will this help?

    By surveying your employees, you'll be able to establish the areas that most need work to improve their wellbeing at work and see how the changes implemented so far are working.

    Setting up a health and wellbeing survey

    What can I do with this Action Plan?

    Start this Action Plan

    Add some extra information to this plan and we’ll help you get it done.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline

    Download and print

    Get a printable template for this Action Plan, fill it in with some target dates, and share it with your team. Pin it on the wall where everyone can see it.

    Get the printable Action Plan

    Learning Groups

    We also run Learning Groups on these topics where you can join other leaders tackling the same challenges.

    Find a Learning Group

    How will I know if my action plan is working?

    Staff satisfaction survey results

    Staff satisfaction surveys help gauge sentiment at regular intervals

    Why this metric?

    Whether gathered anonymously or not, staff satisfaction surveys help gauge the sentiment of your people as changes are made and impacts felt.

    How do I start tracking?

    Use an online survey to get feedback from members of staff three and six months after making changes to see what impact it has had.