Continuing my series on FAQs and the most common objections to workplace wellbeing initiatives, today I’ll be addressing: “We already have a wellbeing programme in place.” While many organisations believe their existing programme is sufficient, workplace dynamics are constantly shifting, meaning even the best strategies need regular reassessment to remain effective.
Why bother changing things up?
Businesses with an existing wellbeing programme often assume their work is done. However, as people needs evolve—whether due to changing mental health awareness, legal compliance updates, or diversity and inclusion considerations—it’s crucial that these programmes are continuously updated. Without this, businesses risk falling behind in supporting their employees effectively and staying compliant with newer regulations.
That hasn’t happened really though…has it?
A mid-sized law firm introduced a wellbeing programme that initially improved employee satisfaction and reduced absenteeism. However, over time, employee feedback indicated the programme no longer addressed the challenges of an increasingly hybrid workforce and evolving mental health issues. After consulting an external provider, the company revamped its strategy to focus on flexible support, including online mental health tools, more inclusive policies, and specific resources for remote workers. The firm not only saw renewed engagement but also improved retention rates.
Anything to back that up?
The Chartered Institute of Personnel and Development (CIPD) released a study in 2023 revealing that companies that regularly update their wellbeing programmes are 40% more likely to report improvements in productivity. Additionally, a survey by the Mental Health at Work 2022 campaign showed that 80% of employees felt that businesses prioritising mental health and diversity had better overall job satisfaction. Regularly reassessing wellbeing strategies to integrate Equality, Diversity, and Inclusion (EDI) can also lead to stronger workplace cultures and improved long-term employee retention, according to a 2022 report by the Work Foundation.
OK, so what can I do?
To ensure your current wellbeing programme is future-proof, try this quick audit:
- Review your programme’s focus on diversity and inclusion. Is it accessible to all employees, particularly those from underrepresented groups?
- Assess how well your strategy addresses the needs of hybrid or remote workers.
- Make sure your wellbeing plan aligns with current mental health legislation, particularly around stress management and support for neurodiverse employees.
This will help you identify gaps and opportunities for improvement.
Even if you already have a wellbeing programme, it’s worth reviewing to ensure it remains relevant and compliant with modern standards – if you tread water, you won’t move with the times. At Feel Good Works, we specialise in helping businesses refresh and enhance their existing programmes to better align with evolving needs. Contact us today for a consultation, and let’s future-proof your wellbeing strategy.
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