Not so many years ago, drawing up an occupational welfare plan used to be the exclusive preserve of large companies, of international organisations that were at the forefront of work motivation. But fortunately this has been changing little by little and most 21st century companies have realised how important it is to have a staff full of happy employees and productive.
Developing an occupational welfare plan is, thus, a sensible and cost-effective decision, but Where do we start? Perhaps you should read today's article, a text in which we summarise the most important keys for you to develop your own wellbeing, motivation and work productivity plan.
The first key to creating an effective and sustainable workplace wellness plan is to have a good understanding of how to what it is and what it consists of this type of document. We summarise it quickly:
A plan welfare-to-work programme is a programme, a detailed script, which should include a breakdown of each and every business measure aimed at facilitating and improving life of your employees, whether technical, SEO, CEO, managerial or executive: training programmes for work-life balance such as discounts in gyms to improve the worker's physical health, agreements with restaurants offering balanced and healthy menus, flexible working hours and timetables (teleworking, programmes to encourage the use of public transport, etc.).
We will not tire of saying it: one of the keys to achieving a happy workforce, motivated and productive is to know the logical needs and desires How do we arrive at this knowledge? In many and varied ways: by doing work motivation surveys, scheduling regular face-to-face meetings, setting up analogue or digital suggestion boxes, etc.
From the point of view of developing a workplace wellness plan, a thorough understanding of your workforce will allow you to choosing which options are most appropriate for your specific staff. For example, an excellent motivational measure that many of today's companies include in their wellness plan is the fitting out of breastfeeding rooms or small kindergartens where parents can leave their children while they work.
This is a very positive measure, but do your employees need it? How many of your staff have babies or small children? Wouldn't it be better to offer your employees with small children a flexible pay scheme in the form of a Childcare Ticket?
You will only know this if you know your people in depth, their real needs, their expectations... Data that will allow you to save time, money and effort in motivating your staff, and improving their emotional engagement with your business project.
In addition to understanding the needs of your workforce, it is essential that you recognise the needs of your staff. limitations and possibilities of your own company or, in other words: to know what measures to improve the well-being of your personnel you can implement without affecting the achievement of your objectives business
For example, an excellent and very fashionable measure to incentivise staff is the telework, You know: allowing workers to do their homework from their own home. This option of remote working is perfect for some business organisations, but not all: call centres, hotels, restaurants, cafeterias, driving schools...
These are companies that need to provide personal and personalised attention to their customers and, logically, need their staff to be present at the workplace. Are there alternatives that are better suited to your own company? Of course you can: organise shifts so that your employees can work around the clock and leave work earlier, reward your employees for their extra effort by offering them free lunch or dinner in a nearby restaurant, etc.
