Proactively impact employee wellbeing to improve productivity and boost employee engagement.
Many organizations have employee wellbeing programs focused on physical and often financial wellbeing – which is a great start – but two other elements of wellbeing are often underaddressed: mental and social wellbeing.
All four elements of wellbeing are interconnected so failing to adequately support one area will undermine efforts in the others. A balanced program is essential for ensuring effectiveness and securing a long-term return on invested resources and time.
Mental, physical, social, and financial wellbeing are deeply interconnected. Each of these factors impacts our overall sense of wellbeing at work, and each of these factors is affected by our work environment and work relationships.
Wellbeing initiatives offered through the workplace are an important way to make sure our work lives are not barriers to a satisfying personal life. Designing a wellbeing program organized around a clear vision and covering all elements of wellbeing will lead to more productive employees and make your organization a highly attractive place to work.
Impact and Result
Establish a clear wellbeing vision for your organization and define clear goals and metrics for your wellbeing program.
Audit existing initiatives to ensure alignment with the vision and goals and to identify any underrepresented elements of wellbeing.
Take a strategic and purposeful approach to identifying and implementing new wellbeing initiatives that will supplement existing ones and provide balance to the program as a whole.
Provide Balanced Wellbeing Programs Research & Tools
1. Identify organizational needs and executive sponsors
Create a project team to define the wellbeing program vision and goals and secure executive sponsorship.
4. Communicate, operationalize, and measure your employee wellbeing program
Build a communication plan and strategy for sustaining the program.
Info-Tech Research Group is the world’s fastest-growing information technology research and advisory company, proudly serving over 30,000 IT professionals.
We produce unbiased and highly relevant research to help CIOs and IT leaders make strategic, timely, and well-informed decisions. We partner closely with IT teams to provide everything they need, from actionable tools to analyst guidance, ensuring they deliver measurable results for their organizations.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your IT problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Get the help you need in this 4-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Establish organizational needs and executive sponsors
Call 1: Discuss how your current business strategy and goals can be supported by employee wellbeing practices to establish the vision of your program.
Guided Implementation 2: Audit current employee wellbeing practices
Call 1: Discuss wellbeing-related metrics and prepare to audit existing programs.
Call 2: Review audit results to identify elements of wellbeing that are currently underaddressed by your program initiatives and to evaluate the alignment of existing initiatives with the overarching wellbeing vision and goals.
Guided Implementation 3: Select initiatives for a balanced employee wellbeing program
Call 1: Discuss the initiatives required to bridge the priority gaps identified in the employee wellbeing audit, review existing initiatives, and create a shortlist of wellbeing initiatives that fit your needs.
Guided Implementation 4: Communicate, operationalize, and measure your employee wellbeing program
Call 1: Discuss the best course of communication for ongoing organization-wide initiatives and specific initiatives.
Call 2: Discuss plan for tracking initiative metrics and performance.
Dr. Vishwanath Baba, Professor of Human Resources and Management, and former Dean of McMaster University's DeGroote School of Business
Amy Brann, Author
Sarah Bromely, Occupational Therapist, CamH
Dr. Cary Cooper, Distinguished Professor of Organizational Psychology and Health at Lancaster University
Lorie Corcuera, Culture Creator and CEO, Spark Creations
Christine Devine, Wellness Specialist, Michael Garron Hospital
Jennifer Elia, Assistant Vice President, Client Experience, Integrated Health Solutions, Sunlife Financial
Virginia Hamilton, Safety Advisor, Vancouver Airports
Travis Kelly, Manager, Group Disability Claims & Operational Support, Desjardins
Sandra Koppert, Manager: Prevention & Promotion, Workplace Mental Health, Mental Health Commission of Canada
Ian Lucas, Health and Wellness Manager, Microsoft UK
Geoffrey McKinnon, HR Leave Management Specialist, Wawanesa Mutual Insurance Company
Anne McLeod, Account Manager, Desjardins
Ben Nachamani, Head of Sales, Performance and Wellness, InteraXon
Kaitlin Norris, Culture Specialist, Shopify
Jill O’Connell, HR Manager, BC Investment Management Corporation
Bronwyn Ott, Manager of Benefits and Wellbeing, Unilever Canada
Jennifer Raniga, HR Advisor, Vancouver Airport
Nitika Rewari, Manager, Workplace Mental Health, Research, Evaluation & Knowledge Transfer, Mental Health Commission of Canada
Jonathan Smith, MD, MBA, Physician Wellness Program Manager and Founder, Healthier is Wealthier & Associates
Rex A. Wilcox, MA, Certified Wellness Practitioner, Manager, Wellness at Via Christi Health System and owner, Wilcox Wellness Consulting