How to Get Started with Wellbeing Initiatives – Tips from an HR perspective
Eveliina Lindroos
Wellbeing remains a top priority for organisations of all sizes, but building a strong wellbeing culture takes time and consistency. As HR professionals, we often juggle competing priorities, limited resources and tight budgets — so oftentimes the most important step is simply to start with the basics. Here are a few practical ways HR can make an immediate impact on individual, team and organisational level.
1. Support and coach managers
HR can make a big difference by offering guidance, practical advice and reassurance. Wellbeing-related situations may occur rarely, and managers could feel unsure or uncomfortable on the most suitable approach. HR can help managers:
- Recognise when to step in
- Navigate sensitive conversations
- Understand available support
- Connect with occupational health or external experts
2. Introduce a framework for early intervention
A common process makes it easier to approach sensitive topics – and could prevent issues from escalating.
If your organisation doesn’t yet have an early intervention practice, HR can lead the process of building a framework together with occupational health and internal stakeholders. The framework clearly defines objectives, outlines responsibilities, and provides managers with guidance on identifying health and wellbeing issues, and taking timely action. HR can ensure the model is available, facilitate trainings and ensure everyone – both employees and leaders – are onboarded to the model.
3. Collaborate and keep the conversation going
Wellbeing isn’t only an HR responsibility – it’s a collective one. Working closely with external partners, such as occupational health and pension providers, in addition to, internal occupational health and safety committees or other employee groups, helps identify challenges and take meaningful and relevant action to improve occupational health.
If wellbeing isn’t regularly discussed at the leadership level, HR can ensure it is included on the agenda. Beyond reviewing initiatives and actions, HR can also highlight how employee wellbeing directly impacts engagement, financial performance, and productivity. Ultimately, leadership is responsible for the organisation’s health, safety, and wellbeing.
4. Set clear and measurable goals
What you get is what you measure. HR can support teams in defining achievable wellbeing action lists, milestones and KPIs. Starting small is more sustainable than trying to do everything at once. Occupational health action plans often provide a solid foundation that is regularly reviewed and updated based on identified focus areas.
5. Make the most of what’s already available
Internal resources only work if people know they exist. Most organisations already offer extensive health resources for their personnel — but people do not always know about them. At times HR can put their ’marketer hat’ on by:
- Reminding of existing healthcare services and wellbeing benefits
- Promoting available trainings, webinars, surveys and coaching
- Prompting to use the services and making resources easily accessible.
It’s not always about creating something new. Often, the biggest impact comes from improving visibility and access to what’s already there.
In summary
Improving organisational wellbeing doesn’t have to be overwhelming. From an HR perspective, small, consistent actions, better use of existing solutions and getting different stakeholders involved makes a difference. Focusing on getting the basics right, can help in ensuring that health and wellbeing remain a top priority.
If your company needs hands-on support with organisational wellbeing topics or would like guidance from an HR perspective, feel free to reach out — we’d be happy to help.