At its heart, a company wellbeing programme seeks to help employees flourish and reach their potential. Healthy people – employees – enjoy a better quality of life. They benefit from a lower risk of disease, illness and injury. And they perform better at work, too. But as many employees as possible must engage with your wellness programme to benefit from it and for you to reap the rewards. Here, we take a look at the role of communications and some key considerations.
Every employee is unique
'One size doesn’t fit all' when it comes to employee wellbeing. Your employees will each have their own set of health concerns; some known and some not. They’ll have different work and life priorities. And they’ll have their own set of motivational triggers and varying levels of wellbeing comprehension. Just like we all do. Wellbeing can’t be 'done' to an individual. So our role as communicators is to make it relevant, creating interest and opportunity for employees to seize ownership of their health and take control.
Understand your people and their needs
You only have the budget and resource to do so much. It makes sense therefore to tackle the health and lifestyle risks where you can make biggest improvements and invest your time in communications that are both timely and which resonate. These goals require a deep understanding of the wellbeing challenges your people face, and of the channels and formats they are likely to most engage with. Habituation is defined as the diminishing impact of doing the same thing over and again. So understand what works for whom by:
- varying communication types
- integrating multiple channels and formats
- using local vs central communications
- understanding where interactivity can be supported and when to use it
- and adapting messages by demographics, employee roles, etc.