Top Health & Wellbeing FAQ’s
Initially it is important to identify what your objectives are – this could be engaging staff, reducing absence, improving health and many more. One you know this, then look to focus the services around what you want to achieve. So if you want to engage staff, then are you going to measure success by uptake levels or feedback after the event (or both).
Also bear in mind that there is a lot of free information available from various sources so utilise this as part of a wider programme. National events that are promoted across the UK (Movember, Dryathlon etc) are great ways to communicate wellbeing effectively as there is national campaigns to raise awareness and you can simply just on the back of these to start your programme.
Why not complete our ‘Wellbeing Programme Builder’ where you can tell us more about your objectives and what success will look like….. we can then build the most effective solution for you. You can even trial our online tool, monthly newsletter and booking system to experience what we do and how we work.
If you prefer, just pick up the phone and contact our team of experts on 01295 230120 where we are always happy to provide advice and support.
We would strongly advise that if you are thinking about a full wellbeing programme, then consider building this slowly and let it evolve rather than starting with a full action packed programme which staff may not respond as well to.
To put this into perspective, it’s very likely that you will spend much more on tea/coffee/milk for each member of staff throughout the year!
Please note all prices are exclusive of vat
Usually we aim to achieve between 40-70% uptake, and would consider over 50% as a positive result. The most successful project (in terms of uptake) we have worked with is 97%!
From an employer perspective, there are lots of ways to monitor improvements such as engagement, uptake, reduction in absence/PMI claims, EAP uptake and much more. From a health data point of view, we always set
baseline data for you to compare in the future. In year one, we can compare your collective results to all other company averages, which we have monitored since we were formed. In future years, we will provide your own annual comparisons (which can be segmented by location/department/role), so it is very useful to take a proactive approach to wellbeing.
1. Choose your event of choice(eg onsite health screening)
2. Select a date(or dates)
3. Book a room(or rooms)
We then advise and support you from planning to event evaluation with bespoke professional marketing material, use of our fantastic online booking system, award winning service delivery and finally an employee feedback report to monitor quality and satisfaction. This is summarised in our ‘How we make it easy for you’ video.
If you are looking at a complete annual wellbeing programme but time is again an issue, we can even develop a tailored plan for the year focussing on engaging topics that will promote wellbeing throughout the year.
You should consider having a ‘Wellbeing Plan’ that promotes various topics through the year, and ideally incorporate this into a Wellbeing Policy that helps to direct a Wellbeing Strategy. Initially we would advise against implementing lots of initiatives early on, but start with (for example) health screening which provides you with baseline data and then you can monitor improvements and highlight hotspots to tackle in the future.
By measuring wellbeing, you can measure return on investment, improvements, and most importantly whether your team is becoming healthier.
If you aren’t sure how an event will be received by staff, we can offer (Free of Charge) access to our ‘Register Interest’ booking system. This allows you to see whether an event will potentially be popular
If you have less time than this, it isn’t an issue but we would recommend that you have a suitable room/area available on the day of the event.