Your how-to: Setting up an initial resource list for employee wellness
This simply refers to the creation and provision of a dedicated resource list for employee wellness within your organisation. This is a carefully curated list of resources such as online tools, articles, exercises and contact information for wellness professionals. These resources serve to ensure employees can manage their physical and mental wellbeing effectively.
This initial resource list aims to provide employees with a readily available and comprehensive suite of tools they can use independently or under guided supervision. The list is versatile
Step by step instructions
Identify the Need for Employee Wellness: Determine the specific wellness needs within your organization from an employee health index, feedback mechanisms or absenteeism reports. This initiates the process of crafting a relevant resource list.
Conduct Contextualized Research: Based on the feedback received, undertake in-depth research on reliable and comprehensive resources that address the identified needs. This could include articles, online tools, wellness events or programs, locally-situated wellness service providers, and so forth.
Create the Resource List: Compile all the identified wellness resources into a comprehensive list. Make it user-friendly with clear categories, such as mental health, physical health, nutrition, wellness activities, and sub-categories within them if necessary.
Circulate the Resource List: Once validated, circulate the resource list among all employees via appropriate channels within your organization like email, intranet, bulletin boards, or a wellness handbook. Including a brief guideline on how best to utilise the list can prove helpful.
Consult your Employees: Tap into the resources of your team. Collect information on what aspects of wellness they might be interested in or areas they need support in via surveys or focus group discussions. You could be surprised to find a variety of responses, from mental health concerns to dietary needs.
Incorporate Legally Compliant Practices: Australia has specific laws governing employee wellness and privacy. Ensure all identified resources comply with the 'Privacy Act 1988', 'Fair Work Act 2009', and other relevant Australian legislations to prevent potential legal issues.
Validate the Resource List: Before sharing the resource list, it's advisable to review it for accuracy and relevance. Include representatives from human resources, wellness committee, and a random selection of employees to ensure the list is beneficial from various perspectives.
Provide Workshops or Training: Consider conducting workshops or training sessions to showcase the use and benefits of the resource list. This is an excellent way to encourage more employees to proactively use these resources.
Use this template to implement
To ensure you can execute seamlessly, download the implementation template.
Pitfalls to avoid
As per the Australian Human Rights Commission Act (1986), businesses need to adhere to various laws protecting employees' privacy and rights. Any wellness initiatives you plan should not discriminate based on disability or health condition. Failing to consider these legal requirements can have damaging consequences, from hefty penalties to reputational harm.
Without the support of executives and managers, the wellness program may lack legitimacy. Managers not committed to the program may refrain from promoting it effectively, leading to lower levels of employee participation.
A great wellness program can falter if employees don't know about it or if the benefits aren't clearly communicated. Neglecting this aspect can result in underutilisation of available resources.
One size does not fit all when it comes to wellness. Everyone has unique needs and preferences. Overlooking this can result in low participation and retention rates. Make sure you incorporate employee input in your wellness program through surveys, focus groups, or individual interviews.
Wellness programs are not a quick fix for deeper organisational issues like undue stress or low morale. Overemphasising an immediate return on investment (ROI) or expecting instant employee behaviour changes can lead to disappointment and may undermine ongoing support for programs.
Wellness is dynamic, with new information, resources, and technologies being continually developed. If you don't regularly revise and update the list, it can quickly become outdated and irrelevant, diminishing its value for employees.