Many organizations know that they invest time, effort and money in well-being activities that do not seem to have any impact. But before adding new activities or eliminating those deemed unsuccessful, conducting a wellbeing audit will enable you to strategically plan and develop an evidence-based approach to achieving wellbeing across your organisation.
As a diagnostic tool, a wellbeing audit is the first starting point for assessing both your overall wellbeing and your offering, before planning and implementing activities that attract, engage and retain your most important assets – your people.
So, what are the biggest benefits and where should you start?
Conducting a wellbeing audit will enable you to…
- Listen and understand how your employees feel physically and emotionally, and how their levels of well-being and happiness impact performance. By understanding your baseline, you'll have a more solid starting point from which to measure moving forward.
- Identify “forgotten” departments where wellbeing initiatives are not available. For example, do some of your employees live in different time zones, have less access to technology, or have conflicting deadlines with well-being activities? How are your activities communicated? Are they reaching every touchpoint – Not everyone will read your employee e-newsletter, intranet or Teams thread.
- Measure and analyze your luxury budget spending – From where you saw the most engagement, to any direct value on investment and ROI such as training wellbeing allies who supported those struggling with stress or mental health, and having less sick leave as a result.
- Get an idea of what really works versus what doesn't. For example, is it activity, timing, or coordination? Maybe your employees love yoga, but Mondays aren't for them, as the most common hybrid days are Tuesday through Thursday in the office.
- See the bigger picture. Taking a step back to review your current wellbeing program can give you a moment to reconnect the dots with your broader people strategy and business goals.
We hope these tips will help you start setting your priorities – from the wellbeing goals you need to ignite, to the long-term strategic goals, that will support and have a direct impact on your organisation's goals – from retaining top talent, to driving business growth.
If you need further guidance, we'd love to hear from you! Contact us to book a free 15-minute consultation with our health professionals. Send us an email at [email protected]
Author: Jane Burton | Wellness Specialist | Work life okay
