Step 1: Establish a clear strategy 

A clear strategy is crucial for identifying the goals for employee well-being and aligning them with corporate business goals. The success of the welfare programme must also be measured so that its impact can continue after the real investment. It is important that the strategy includes not only the objectives but also the implementation mechanisms.

Step 2: Strive for positive engagement

To stimulate the desired change, effective two-way communication with staff is needed – listening to employees share their problems and the challenges or barriers they face. Various tools, like social media, can be used to increase engagement. This will position the company as a responsible employer that supports the well-being of employees while facilitating them rather than imposing initiatives on them.

Step 3: Remove the stigmas

It is necessary to form a supportive environment that allows problems to be identified and resolved before they deepen. It is advisable for employers to provide constant access to support – in the form of a wide range of solutions, ranging from individual psychological consultation to emotional intelligence training, etc.

Step 4: Properly manage the working environment

Well-being programs should be adapted to meet relevant needs and to prevent the working environment from negatively impacting the physical and mental health of the employees. If the environment is stressful, for example, organisations should consider whether employees are developing in this work environment or are struggling. If they find it difficult, it is good to identify the stress factors and make adjustments – changes in working hours or the provision of training and tools. Employee demographics should not be overlooked – employee welfare programs take into account the differences in needs across generations, hence the prioritisation of financial and career well-being, for example.

Step 5: Put the person in the centre. Always.

The businesses should engage in and promote human-centered health, a concept that puts employees’ individual needs at the heart of well-being programs. Employees will behave differently and make different decisions about their health. Segmentation of people based on factors that influence their decisions can be supported by a communication strategy towards preventive measures, identification of changes in behaviour, etc.