Carl Chapman, associate & head of workplace health, Barnett Waddingham writes a blog series explaining what wellbeing really means
I would be lying if I said that linking wellbeing philosophies into the letters of the Greek alphabet was easy but I think I have managed to achieve it albeit with a few cheats along the way.
Tying into the Greek letters is of course a gimmick but what Eudaimonia stands for is serious and something we should all consider when looking at our workforces. Helping to make your workforce flourish both personally and professionally will have a profound impact on your business performance; and let’s face it all businesses are looking for that little bit extra from what we already have. No business leader would turn down improved business performance.
The key is to understand what is preventing your employees from being a better version of themselves or from ‘flourishing’. Once we understand the barriers we are able to put measures in place to help remove them, if it is determined that the juice is worth the squeeze.
I often get asked “what would you say are the quick wins in terms of wellbeing?” or “if you had to do one thing what would it be?” I purposefully avoid these questions because I don’t know the business. Conducting an analysis of the workforce will help me understand and give meaningful advice and in truth that is the only way to consult. I would personally be dubious of anyone offering to solve issues within my workforce by simply flogging product.
You will also recall my mentioning of engagement; it is essential you engage with your employees if you want them to engage with you. This notion of thinking we know what’s best for our employees and pre selecting a series of fixed benefits for them is archaic. Firstly you must ask them and secondly you must give them choice. Fixed benefits will satisfy the needs of the few rather than the many.
If we offer choice we also have an obligation to educate, and technology must be the delivery mechanism, not just to facilitate that choice but to educate and engage in the first instance.
So what should your next steps be?
Firstly analyse the workforce (I said in my last blog that I will offer a free analysis to those that email me directly). That analysis will tell you what is working and what isn’t and it will tell you areas of concern (at least it will if you do the analysis correctly).
Secondly, digest that information and consider areas that you can improve on focussing on the biggest risk areas if possible.
Thirdly, facilitate the new strategy through a technology solution (obviously we have one of those as well, Me2) and please give employees some degree of choice and use your bulk purchasing power to get them cheaper deals on their everyday expenditure.
Finally govern the new strategy, every year do the analysis again and tweak the strategy based on changes identified.
At the risk of offending someone I will quote Einstein’s definition of insanity again:
“doing the same thing over and over and expecting a different outcome”
Thanks for reading!