6 | Employee Wellbeing
Employee Wellbeing | 7
Creating a Measurable Indicator
1. Evaluation
The best way to know what’s challenging your
employees is to ask them. A comprehensive evaluation
is unlike a typical employee opinion survey in that it
is investigating, “How are you, our employee, doing?”
rather than, “How are we, as your employer, doing?”
The evaluation should take into account leadership
initiatives and goals as well as concerns brought up in
employee focus groups, and it should consider every
area affecting overall wellbeing including resilience,
personal life, health, financial wellness, and job
satisfaction. The results will be informative and unique
to your population, identifying where your employees
are doing well and where they need help.
2. Indicator
Such an evaluation also offers employers the ability
to derive important long-term information. Tallied
together, the results enabled Horizons Workforce
Consulting to create a comprehensive Wellbeing
Indicator customised to the Bright Horizons workforce,
a clear roadmap that illustrated where Bright Horizons
was succeeding in its wellbeing initiatives and where
there was room for improvement.
3. Implementation
Down the road, the Indicator will provide a
benchmark for comparative reassessments, enabling
a clear view of how response programmes are
impacting employees, and to understand precisely
which supports are — or aren’t — working. Once a
response programme has been created to address
Bright Horizons’ employees’ budget issues, for
example, the Indicator can be used to determine the
impact of the solution and whether it has moved the
needle on the wellbeing gauge in the right direction.
The Bottom Line
The previous example is one story — one individual
Wellbeing Indicator. To be effective, it’s critical
for such studies to be representative of each
individual workforce.
To create your optimal response strategies, your
Indicator will have to represent your organisation
and your employee population. But assessing and
acting on these personal elements is well worth an
employer’s time — and in fact, ignoring them is done
at an employer’s peril.
A customised analysis and response strategy will not
only illuminate what’s challenging your workforce, but
will provide the opportunity for relevant responses
that allow your organisation to succeed and thrive for
the long haul.
Those employers who purposefully investigate precisely
what drives and challenges the wellbeing of their
individual employee populations, and who respond in
pertinent and effective ways, will benefit from
high-performing workforces that deliver sustainable
results and a measurable competitive advantage.
Horizons Workforce Consulting can conduct a customised
wellbeing study to arrive at a Wellbeing Indicator for your
workforce. Visit us at www.brighthorizons.co.uk/
employersolutions to learn more about how supporting
wellbeing can work for your organisation.
To talk to a member of our team, please contact us on Tel; 08432898579 or contact us via
email at [email protected]
Follow us on Twitter @BHFamatWork & @BHatWork
4. High Performing Workforce!
In order to better understand th