Have you been tasked with creating a wellness strategy, or are you taking the initiative yourself, but not sure where to start? Mesi Balog, Workplace Wellbeing Consultant and Founder of Treat Your Staff, shares her step-by-step guide for EAs and PAs in creating a cohesive and sustainable business case, and getting that crucial leadership buy-in for wellbeing…
An effective workplace wellbeing strategy is so much more than providing ad hoc wellbeing activities. It’s a holistic strategy that embeds wellbeing into the culture of an organisation.
EAs and PAs are in a pole position to drive forward these strategies and initiatives, as they understand the needs of their teams and can push to get wellbeing higher on the leadership’s agenda.
Employee wellbeing should be a priority in any business, regardless of the sector. Employees who feel they are being looked after are happier, more productive and loyal to their business. Securing funding for employee wellbeing has never been easy and today’s challenging economic environment makes it even harder.
Many leaders are still sceptical about the tangible benefits of wellbeing programmes, perceiving them as non-essential and costly.
The following steps will help EAs and PAs get leadership buy-in for wellbeing
UNDERSTANDING LEADERSHIP RESISTANCE
Scepticism due to lack of tangible benefits: Many leaders, especially in traditional industries, view wellbeing as a ‘nice-to-have’ rather than a ‘must-have’. They perceive it as fluffy and not directly linked to business performance.
Financial constraints: In the face of financial pressures leaders prioritise immediate, controllable factors, such as cash flow and sales performance. Employee wellbeing requires more thought, time and resources, which are often in short supply.
Competing priorities: Business leaders juggle numerous urgent demands, from innovating products to expanding markets. Investing in employee wellbeing can seem less pressing compared to these priorities.
TRANSLATING WELLBEING INTO BUSINESS LANGUAGE
Demonstrate return on investment (ROI): Use data to highlight the financial benefits of wellbeing programmes. According to a study by Deloitte, poor mental health costs UK employers £51 billion each year. For every £1 spent on supporting mental health and wellbeing of their workforce, employers get £4.70 back in increased productivity. When you tell a CEO they will be getting a return on their investment of over 400% you’re talking their language.
Link wellbeing to business outcomes: Show how a positive work environment leads to better performance and reduced turnover. Present concrete examples and success stories from other organisations.
BUILDING A STRONG BUSINESS CASE TO SUPPORT LEADERSHIP BUY-IN
Align wellbeing with strategic goals: Connect wellbeing initiatives with your company’s strategic objectives. For example, if the goal is to drive innovation or customer satisfaction, explain how a healthy, engaged workforce is essential for achieving this.
Emphasise long-term benefits: Highlight the long-term gains of wellbeing investments, such as improved employee loyalty, performance and reduced healthcare costs. The World Economic Forum reports that companies investing in employee wellbeing have a competitive advantage and higher profitability, as well as increased employee engagement and motivation.
Address common objections: Be prepared to counter objections with data and success stories. If leaders argue that wellbeing is too costly, provide examples of cost savings from reduced turnover and absenteeism.
Find out more from Treat Your Staff.
We are thrilled to have Treat Your Staff as our Gold Partner at this year’s PA Life Christmas Party & Star Awards in London.
