5 top tips to get started:
1. Lighting small fires
With any movement, especially with something as personal as wellbeing, lighting fires from the bottom up will support a change that will live on and evolve. However well designed the initiative is, it needs to be personal and meaningful to your people.
Start by asking your leaders why they want to focus on their people, and then ask your people what is most important to them. This will help cultivate an organic approach, with the right intentions, which is sustainable.
2. Lead by example
Role modeling behaviours and practices through senior leaders and middle managers will help support a culture change.
That means being strict with your non-negotiables, whether it be working a four day week post maternity, being mindful in not sending emails on a Sunday or committing to your weekly yoga class at lunchtime.
By role modeling behaviours to support balance, it makes it more acceptable for others to take time out for themselves and for people to adopt and practice behaviours to help them do their best work.
3. A joined up approach to healthy body and mind
Wellbeing can drive engagement and engagement can drive wellbeing. Mix it up.
True engagement is having a group of people who are ready to tackle the day ahead, regardless of what is thrown at them. By offering skills and coaching in resilience, change and idea generation you can equip people better to deal with pressure and take ownership.
4. Beware of fads
There is a clear disconnect between one off wellbeing initiatives and engagement.
Random, one off initiatives like a table tennis table in the canteen or sleep pods won’t have the desired effect unless part of something wider, that taps into the deeper issues.
Is this going to be something that will support wellbeing or is it another thing to tick off an already stressed persons list?
5. Dip your toe in
Baby steps are a good way to start to make a change in the right direction. For some, dipping their toe into the world of engagement or wellbeing via a bite size approach can work wonders. Giving employees a little taste can help test what lands well and what will have the most stick-ability to progress with a more holistic approach.
Setting people up with tools they can run with and lead the change making their selves, gives them ownership to embed it in the culture.