How Leaders can Create of Culture of Well-being

Well-being is a commonly used term in the workplace and many companies have implemented programs to improve the wellness of their employees. This can lead to many positive outcomes such as: increased productivity, health, and employee retention. In order for a program to truly be successful, the company’s culture must be looked at. While the program may be great from the outside, there may be internal struggles that the organization may be facing preventing them from thriving- they need to create a positive culture! This culture change should start from the leaders and trickle their way down to the employees. The workforce needs to feel that wellness is something being done for them, and not to them.

Here’s 5 ways leaders can create a Culture of Well-being today!

1.Provide a strong commitment to wellness

The biggest mistake leaders make is treating well-being as just another perk in their benefits package or an annual health fair. In order to effectively create a culture of “real health”, leaders need to create a clear mission statement to show the entire organization that wellness is one of the top priorities. It won’t ever go away and employees are expected to be a part of it. This type of commitment may be the key factor to fostering change.

2.Effectively communicate and define what well-being is

Wellness or well-being are terms that have been over-used throughout the years. Take time to create a clear and concise definition of what well-being means to your organization and the goals you expect to achieve. According to Gallup Research, wellness programs are shown to be more effective when employees understand what is really is and how it can benefit them.

3.Lead by example

Leaders must be willing to make company-wide changes that are in line with their culture such as posting health tips around the office, offering healthy foods in the cafeteria, and allowing employees to voice their opinions. Another great way to get the employees engaged is to demonstrate that you are also actively participating in the programs and initiatives. This will create a safe, friendly, and healthy workplace.

4.Make sure that employees understand managers care about their well-being

Trust issues are usually what keeps employees and leaders clashing heads. Sometimes when wellness programs are implemented without proper planning, participants can feel that they are being forced to participate. Employers should try to learn what really motivates their employees and how to help them improve their health. Leaders must communicate with the entire team to re-assure them that their well-being (and that of their families) is crucial to the success and longevity of the company.

 5.Measure and monitor the effectiveness of wellness programs

Many companies implement wellness programs and fail to test whether or not it actually works. In order to have an engaging and effective program, leaders must keep these questions in mind:

  • What percentage of employees are actively participating in our program?
  • Are the program initiatives in line with our mission statement?
  • How can the company adjust the program to increase engagement?
  • How has the workplace culture changed since implementing the program?
  • What are the least used interventions?

After reviewing surveys and data, leaders can then continue the programs that are effective and get rid of the programs that aren’t!

What are some strategies you implemented that aren’t on this list? Please share your ideas with us!