Nuffield Health’s Corporate Wellbeing Managing Director, Dr Andy Jones, today spoke of the seven “strategic imperatives” required to deliver first-class wellbeing programmes.
As more and more organisations are seeking to develop their wellbeing programmes, Nuffield Health has created seven key steps employers should follow when seeking to improve or design a wellbeing programme.
Nuffield Health’s Corporate Wellbeing Managing Director, Dr Andy Jones, said:
“Our leading corporate clients have helped us to design these seven steps of travel as a guide to the best ways of investing in employee wellbeing to help ensure they become an ‘employer of choice’
“These principles ensure companies can maximise the productivity of their workforce by reducing the costs of ill health. We work with more than 1,600 employers, providing more than 50,000 health assessments last year to workers across the country.”
The framework includes seven steps:
Strategic Imperative – determine the strategic imperative driving attention to employee health and wellbeing
Strategic Assessment – Assess the current and projected situation with regard to employee wellbeing, both inside and outside the company
Strategic Leadership – Identify the individuals and teams that are required to achieve impact in this area
Strategic Priorities – Establish the priorities and develop the overarching strategy for employee wellbeing
Strategic Design – Design the optimal wellbeing programme or interventions given available resources
Strategic Management – communicate and manage the suite of offerings
Strategic Monitoring and Evaluation – Monitor results and measure impact to ensure success
Nuffield Health Corporate Wellbeing was one of the gold sponsors of this year’s Health @ Work Summit, held on the 20th and 21st June 2012 at The Marble Arch Hotel in London.
The event featured 25 speakers over the two days and attracted more than 100 delegates from the HR profession – from directors and business advisors to HR administrators.
Lots of strategic direction but not much on the essence of
wellbeing….how to create a Wellbeing Programme.
I was involved in setting up and delivering the Norfolk Wellbeing Programme for Education employees in 1999. Thirteen years later and wellbeing is still not a priority in the work place.
Workplace wellbeing is developing slowly but is definitely more defined. Many organisations provide programmes in many different ways but the most succesful are those that have carried out a base-line assessment and are driven by Health Champions/Advocates.
Workplace wellbeing has progressed since 1999 but without a cultural change, ‘ring-fenced’ time and shared responsibility any strategy becomes an ambition that is too difficult to deliver or poorly directed.