Making Wellbeing a Long-Term Reality
“Wellbeing initiatives are great in theory, but how do we keep them going? What happens if the person running it leaves?” These are valid concerns, and I’ve heard them countless times.
The truth is, many wellbeing strategies do falter when they’re reliant on a single champion or driven by a ‘set it and forget it’ mindset. The solution isn’t to give up, it’s to build a framework that’s resilient, adaptable, and embedded into the organisation.
I once worked with a company where wellbeing initiatives were seen as a “passion project” of the HR manager. When she left, so did the programmes and the progress. Recognising this risk, we shifted to a working group model, involving representatives from different departments, levels, and teams. Each member had defined responsibilities, and the group collectively owned the strategy.
When turnover inevitably happened, the group provided continuity, ensuring that no single departure derailed the programme.
Research from the World Health Organization (WHO) highlights that cross-departmental ownership is one of the most effective ways to sustain workplace wellbeing. Organisations with a collaborative, shared approach to wellbeing see higher engagement and longer-lasting results compared to top-down, single-person efforts.
How to Sustain Wellbeing Initiatives Long-Term
Here’s how to set up a wellbeing strategy that’s built to last:
- Create a Cross-Departmental Working Group: Involve employees from various teams, departments, and levels. This ensures diverse perspectives and reduces reliance on one individual.
- Define Clear Roles and Responsibilities: Assign specific tasks and accountability to each working group member, from organising events to tracking engagement metrics.
- Ensure Leadership Sponsorship: Secure ongoing support from senior leaders, who can champion the strategy and allocate necessary resources.
- Embed Wellbeing Into Culture: Make wellbeing part of the organisation’s DNA, not just an add-on. Align it with your values, integrate it into training, and celebrate successes publicly.
- Plan for Continuity: Document the strategy, objectives, and processes so they can be handed over smoothly when team members leave or roles change.
- Regularly Review and Adapt: Wellbeing needs evolve. Conduct regular check-ins to assess what’s working, what’s not, and what needs updating.
Let’s Talk
Sustaining wellbeing initiatives isn’t impossible—it just requires a solid foundation and shared responsibility. By creating a cross-departmental working group and embedding wellbeing into your culture, you can ensure that your strategy stands the test of time.
If you’re ready to build a wellbeing programme that lasts, let’s start the conversation. Together, we can create a strategy that works for your people today, tomorrow, and years from now.
#WorkplaceWellbeing #SustainableSuccess #EmployeeEngagement #Leadership #Wellbeing #WellbeingAtWork #Stress #Burnout #MentalHealth
