Blog

Top Five Actions For Senior Management To Ensure Their Health And Well-being Strategy Works

Posted by Aaron Keegan on 10-June-2016 13:52:02


An integrated Health and Well-being strategy has been highlighted by the CIPD as crucial in supporting efforts to improve workplace health, enhance productivity and have a more sustainable and motivated workforce. In this article we look at 5 ways senior management can help nurture a culture of health in their organisation.

1.Support. Without the commitment of management it will be very difficult for HR and Line Managers to implement any strategy. In the CIPD 2015 Absence Management survey over half (53%) of respondents reported that employee well-being is on senior leaders agenda. It is much easier to say it is on an agenda though than to be actively engaged. Management must be seen to be proactive in driving the agenda. Initially they can ensure HR is given the tools and incentives to develop a strong business case for a suitable strategy. Do they have the hard data on absence management and employee health risks to put together a proposal that doesn’t sound soft and wishy washy?

Responsibility for the Health and Well-being strategy needs to be given to a board member.

2. Resources. A specific budget needs to be allocated for the health and well-being strategy. Absence management data and Health Risk Assessment metrics will help evaluate the success of programmes. They will allow review and establishment of new targets. ROI and KPIs need to be agreed and monitored to ensure that the programme is delivering as expected.

3. Participation. Senior managers are important role models and employees are more likely to engage with initiatives if they see leaders actively participating in them. This should be part of an effort to have health and well-being “champions” across all levels of the organisation. As an added bonus it is good for managers too!

4. Accountability. For a Health and Well-being strategy to be successfully implemented it will need line managers and supervisors to take responsibility and ensure that its ethos becomes embedded into the organisations culture. Local managers need to be trained and provided with the tools to influence employee health and wellbeing. Key performance indicators should be established with a robust system of monitoring and managing compliance.

5. Decision Making. Getting health and well-being on to the agenda and integrated into the culture of the organisation is only part of the journey. Senior management need to lead the way by having the well-being of the workforce as a cornerstone for their business, taking it into account across every facet of the company. Happy employees will lead to happy customers.

Download our free absence calculator template to easily check how much poor attendance is costing your business:


Topics: Senior Management, Health and Well-being Strategy

Do you recognise Paula & Simon in your organisation?

Interested?

It doesn’t cost anything to learn a little more. Call us on +353 1 716 5442 to arrange a meeting.
Or email us at info@fusionhr.ie for more details.

We’ll be happy to show you how Fusion HR makes more productivity with the same payroll a very achievable goal.