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 is it and what does it involve? this type of document. We'll summarise it quickly:
A plan welfare-to-work programme is a programme, a detailed script in which all business measures must be broken down, aimed at facilitating and improving life of its employees, both technical, such as SEO, CEO, managers, or directors: programmes of Work-life balance discounts on gyms to improve the physical health of the worker, agreements with restaurants that they offer balanced and healthy menus, flexible hours and time (remote working, incentives for public transport use, 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 from our human team and endeavour to implement measures that satisfy their expectations. How do we gain this knowledge? In many and varied ways: by doing Workplace motivation surveys, scheduling regular in-person meetings, enabling analogue or digital suggestion boxes, etc.
From the perspective of creating a workplace well-being plan, knowing your workforce in depth will allow you choose which options are most suitable for your staff specifically. For example, an excellent motivational measure that many current companies include in their wellbeing plan is fitting out of breastfeeding rooms or small nurseries where parents can leave their children while they work.
This measure is very positive, but do your employees need it? How many mums and dads in your team have babies or young children? Wouldn't it be better to offer your employees with young children a flexible benefits system in the form of Nursery Ticket?
You will only know this if you know your people in depth, their real needs, their expectations... Information that will allow you to save time, money, and effort in motivating your workforce and improving their emotional engagement with your business project.
As well as understanding the needs of your staff, it is fundamental that you recognise the limitations and possibilities of your own company or, in other words: knowing what measures to improve your staff's well-being 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 tasks from their own homes. This option of remote working It is perfect for some business organisations, but not for all: customer service centres, hotels, restaurants, cafes, driving schools…
These are companies that need to provide personal and tailored attention to their customers and, logically, require their staff to be present in the workplace. Do they exist? alternatives that are better suited to your own company? Of course: organising shifts so your employees can work a continuous day and leave work earlier, rewarding your employees' extra effort by offering them free lunch or dinner in a nearby restaurant, etc.
