Reward and Benefits | Insights
Rhys Davies , Director, Employee Communication (US)
15 Nov, 2020 ยท 3 -minute read

As the world’s biggest internal and employee communication partner – known for building relationships with all types of organisations – we’ve gained a lot of valuable insight into how some of the best and brightest businesses on the planet are tackling employee wellbeing within the workplace.

And being the generous bunch that we are, we thought we’d share the love. After all, we’re talking wellbeing here – and caring is sharing…

Research, research, then research some more

Before you start talking to employees about total wellbeing, it’s vital to understand their perceptions, attitudes, and general engagement levels towards it. But how do you choose the plans, programmes, and initiatives that employees actually want? The kind of thing that will help you – as an organisation – help your workforce while making a positive cultural difference? The answer is all in the research.

Capture your ‘why’

Employees are the new customer – so now that you’ve got their attention, you need to keep it. Set out your purpose – with clarity; articulate why you’re doing this – with authority; and tell them why they should care – with authenticity. Weave this into the very fabric of your organisation and everything you do, and you’ll soon get the buy-in you crave from your people.

If you talk from the heart, to the heart, employees will engage emotionally and intellectually.

Talk from the heart, to the heart

Every wellbeing communication needs to give employees ‘reasons to believe’ in your philosophy. And if you talk from the heart, to the heart, they’ll engage emotionally and intellectually enough to make really good use of your programmes. Invest time and money to create an overarching narrative with key messages that stakeholders can get behind, too. The story needs to be catchy and honest, and - most importantly - relatable.

Get up close and personal

Find out what’s important to your employees right now, both in and out of work. Using interactive, data-driven technology to help them identify very human - and very relatable - needs will drive engagement and empower them to take what they’ve earned. Then you can use what you learn to create a communications experience that serves up the hyper-relevant messaging that they actually want to read.

A case of identity

No-one actually wants to read about what the CEO thinks about the new wellbeing plan - they want to read about how said plan has changed someone’s life, then feel inspired to make the change they seek in their lives. But in order to become the best version of their work selves, employees need a little help. They need to see the stories they identify with gaining traction throughout the organisation. They need constant reassurance that the ‘stuff’ you’ve implemented works, and that it’s actually worth their time and effort.

Become the beacon of truth

Employees are human – they have real life to deal with, too. So, in order to be effective, you need to create a central source where employees go for all things wellbeing. Cut through the noise and lay it out for employees, plain and simple. Bring your plans and programmes together, put them all in one designated place that employees are familiar with. Give them one central source of truth - and nothing else.

Break barriers. Create communities

Socially responsible companies encourage community within communities. They promote positive connections and create cultures where employees can thrive. Conscientious employees want to know that they contribute to more than just the bottom line, so galvanising your workforce beyond a ‘meh’ wellbeing programme is the key to building authentic engagement.

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