In week 9 of his 15 week blog Carl looks back at the past 8 weeks and explains what to expect from the next 6 weeks.

wellness on a budget

It seems a long time ago that I started writing this blog series and a lot has happened in those 8 weeks. We have somehow gone from people talking about summer holidays to people talking about Christmas holidays, the rugby world cup has started and finished for all the home nations, and Chelsea have turned from title contenders to a laughing stock. It appears a lot can happen in 8 weeks.

Over the past 8 weeks I have given insight into our 6 pillars of employee wellbeing: job security, financial security, health, support, protection and work/life balance. I have focused on my life around each of those pillars and also given advice on areas where improvements can be made in each pillar.

The three common themes throughout that I would say are the most important takeaways of this entire blog series are as follows:

  • A blanket approach to wellbeing is archaic and achieves nothing.
  • Don’t put in place anything wellbeing related without conducting an analysis to ascertain what the problem areas are first.
  • Don’t assume you know what your employees need – ask them.

This philosophy is what has driven us to create our wellbeing solution BWell which is built around an analytical tool, a build phase, and wrapped up in good ongoing annual governance.

BWell has won us our two wellbeing awards: ‘Best Wellbeing Provider’ at the VIB Awards 2015 and ‘Best Workplace Wellbeing Intermediary’ at the Health Insurance Awards 2015. I like to say that we are the undisputed wellbeing champions!

I believe that there are still a lot of companies out there that don’t engage in wellbeing because they view it as ‘fluffy’ and they see no reason to do it, or worse still, they think they already do it. I want to challenge that perception; high wellbeing will have a positive impact on company performance. More and more studies are proving it and we need to start listening. The areas we would expect to be positively impacted are: productivity, absence, insurance premiums, engagement, attraction & retention of staff and accidents at work. How many CEOs, MDs, FDs or HRDs are not going to be interested in these improvements?

If you have been reading this blog series and you still don’t believe in employee wellbeing or someone within your organisation blocks the idea of wellbeing, please do let me know. I will happily prove through our analysis tool that sizeable wellbeing risks exist within your workforce, and I’ll even do it for free!

On 21st October 2015, those in the know (and those who watch the news) will know that it was ‘Back to the Future Day’ - the date that they visit in the future in the 1985 film. A few of the predictions in the film have come true and many others have not. I am not going to predict how I see the world of employee wellbeing in 30 years but I am going to let you see into the future by giving you a taster as to what to expect over the next 6 weeks in this blog series. I have eluded to a wellbeing survey several times throughout this blog series and shared a few of the results with you. Over the next 6 weeks I am going to focus on the results of this survey while also looking at the changes I promised to make and how I got on with those.

Hopefully you have enjoyed the blog so far, please tune in next week for another exciting episode!

Read more of Carl's blog HERE - and Reward's accompanying editorial HERE

And look out for a special video interview with Carl coming up on Thursday 29th October...

Barnett Waddingham Logo (2)

Topics