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October 21, 2021

Creating an engaging corporate wellness programme.

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How can you create and implement an engaging corporate wellness programme?

As a company that is focused on technology and wellbeing, we know how important a corporate wellness programme is to achieve your business objectives through the wellness and happiness of your employees collectively. But how exactly do you go about creating a well-developed programme that will achieve this, and at the same time considering your own organisational strategies and culture? 

We have the top guide for you in how to create, test and implement the perfect corporate wellness programme for you alongside our unique wellness solution, June365


  1. Look into what your organisation needs

The key to implementing a successful corporate wellness programme is to take a good look into how your organisation is currently looking at employee wellness. Taking such a review of your company can really highlight the best ways to improve your employees and therefore productivity.

Do you already have some sort of wellness programme in place, if so, where is it lacking in terms of engagement and successful outcomes? If you currently have a gym membership programme in place, where is it not working and why? Or do you not have any programmes in place at all? What do you want to focus on, or what are your strategic objectives in terms of improving your company culture? 

These questions are very important to explore in detail before you think about implementing any changes in the workplace. We’d recommend gathering a group of your employees together and getting the inside scoop from them directly - do they feel engaged and what would they want out of a wellness programme? Involving employees in decision-making processes shows you trust them, gives fresh insights, and most importantly, gives you the best ideas and solutions from the people who it would largely benefit.

As part of the co-branding experience with signing up to June365, we help answer some of these questions and come up with solutions alongside you, so you can save time and focus on getting started on implementing the programme, knowing your organisation’s unique needs are met. 


  1. Identify your influencers and change-makers

According to Harvard Business Review, the ‘social aspect is what determines the presence or absence of resistance’. This means that the large part of making sure the corporate wellness programme you implement is successful, is putting your employees front and centre of the change management. Influencers and change-makers within the teams themselves can ease concerns and develop plans that would work for everyone from the ground up. Most companies have an eclectic mix of people working amongst them, the best way to find out their traits and utilise their abilities, is to get them involved. 

Through the June365 corporate wellness programme, we work alongside you on the journey to identify those change-makers - holding a deployment workshop to identify influencers and people leaders who can lead the change and get teams engaged in place, as well as identifying a communication and branding strategy.


  1. Test out the programme with your demo users

To minimise the risks of implementing the programme right away across the whole organisation you’ll need to identify what the value is for each employee, knowing what works and what doesn’t, or gradually introducing change through the workplace.

Our expert advice would be to; find a couple of core groups that can be monitored, gather feedback, and test changes within a secure and transparent environment. These groups can be identified as the core IT team, and then up to 20 individuals who are your early adopters

Your core IT team can help identify and work out any technical issues that may go wrong or might hinder implementing the change through your organisation whilst your core groups test and experience the very best they can.


  1. Gather feedback, make changes and roll it out

One of the great things about testing the corporate wellness programme with a select group of individuals before going live is you can gather feedback to show any potential issues or ways you can make the change easier and better for the employees and make those changes first - saving time and effort and potentially money too. 

Once your programme is tested for the first 90 days, gathering feedback in the form of a qualitative survey or focus group is important to see if changes need to be made or anything adjusted to make it the best it can be. 

If changes need to be made such as the way it is communicated, they can be made promptly before rolling it out. 

Going live to the rest of your organisation is an exciting time! This is where you need to tap into your influencers and ‘change-makers’ to exact and influence that change. Bring everyone on board and ensure support is well established for any employees, including yourselves. This support will come in the form of our June365 customer care and support team that emanates with the programme to ensure any setbacks or concerns are met quickly.

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Creating an engaging corporate wellness programme.

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How can you create and implement an engaging corporate wellness programme?

As a company that is focused on technology and wellbeing, we know how important a corporate wellness programme is to achieve your business objectives through the wellness and happiness of your employees collectively. But how exactly do you go about creating a well-developed programme that will achieve this, and at the same time considering your own organisational strategies and culture? 

We have the top guide for you in how to create, test and implement the perfect corporate wellness programme for you alongside our unique wellness solution, June365


  1. Look into what your organisation needs

The key to implementing a successful corporate wellness programme is to take a good look into how your organisation is currently looking at employee wellness. Taking such a review of your company can really highlight the best ways to improve your employees and therefore productivity.

Do you already have some sort of wellness programme in place, if so, where is it lacking in terms of engagement and successful outcomes? If you currently have a gym membership programme in place, where is it not working and why? Or do you not have any programmes in place at all? What do you want to focus on, or what are your strategic objectives in terms of improving your company culture? 

These questions are very important to explore in detail before you think about implementing any changes in the workplace. We’d recommend gathering a group of your employees together and getting the inside scoop from them directly - do they feel engaged and what would they want out of a wellness programme? Involving employees in decision-making processes shows you trust them, gives fresh insights, and most importantly, gives you the best ideas and solutions from the people who it would largely benefit.

As part of the co-branding experience with signing up to June365, we help answer some of these questions and come up with solutions alongside you, so you can save time and focus on getting started on implementing the programme, knowing your organisation’s unique needs are met. 


  1. Identify your influencers and change-makers

According to Harvard Business Review, the ‘social aspect is what determines the presence or absence of resistance’. This means that the large part of making sure the corporate wellness programme you implement is successful, is putting your employees front and centre of the change management. Influencers and change-makers within the teams themselves can ease concerns and develop plans that would work for everyone from the ground up. Most companies have an eclectic mix of people working amongst them, the best way to find out their traits and utilise their abilities, is to get them involved. 

Through the June365 corporate wellness programme, we work alongside you on the journey to identify those change-makers - holding a deployment workshop to identify influencers and people leaders who can lead the change and get teams engaged in place, as well as identifying a communication and branding strategy.


  1. Test out the programme with your demo users

To minimise the risks of implementing the programme right away across the whole organisation you’ll need to identify what the value is for each employee, knowing what works and what doesn’t, or gradually introducing change through the workplace.

Our expert advice would be to; find a couple of core groups that can be monitored, gather feedback, and test changes within a secure and transparent environment. These groups can be identified as the core IT team, and then up to 20 individuals who are your early adopters

Your core IT team can help identify and work out any technical issues that may go wrong or might hinder implementing the change through your organisation whilst your core groups test and experience the very best they can.


  1. Gather feedback, make changes and roll it out

One of the great things about testing the corporate wellness programme with a select group of individuals before going live is you can gather feedback to show any potential issues or ways you can make the change easier and better for the employees and make those changes first - saving time and effort and potentially money too. 

Once your programme is tested for the first 90 days, gathering feedback in the form of a qualitative survey or focus group is important to see if changes need to be made or anything adjusted to make it the best it can be. 

If changes need to be made such as the way it is communicated, they can be made promptly before rolling it out. 

Going live to the rest of your organisation is an exciting time! This is where you need to tap into your influencers and ‘change-makers’ to exact and influence that change. Bring everyone on board and ensure support is well established for any employees, including yourselves. This support will come in the form of our June365 customer care and support team that emanates with the programme to ensure any setbacks or concerns are met quickly.

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