Ten ways to integrate wellness into your business

Ten ways to integrate wellness into your business

Meaningful and strategic workplace initiatives that are implemented, actioned and monitored will not only cultivate a healthy and positive workplace culture, as discussed in the article titled What is a wellness initiative? they also strengthen business outcomes and enhance sustainability. Workable initiatives are more likely to result in outcomes that are sustainable. In addition to the common concept of wellness programs consisting of activities, information workshops, email reminders and in-house challenges, here are some inspiring examples of how wellness is being integrated into innovative organisations to change lives and workplaces, as well as strengthen the value proposition of businesses in a range of industries and countries across the globe.

Example 1: Health and Safety

A consulting and training organisation that specialises in health and safety management plans is upskilling its team of trainers to include wellbeing as part of their management proposals to organisations. This initiative has allowed them to add a suite of wellness services to their corporate training offerings and secure a nationwide contract to deliver accredited and non-accredited safety, health and wellbeing training programs across Australia and New Zealand.

Example 2: Health Care

A multi-site health care organisation has a wellness program in addition to an employee assistance program and a plethora of training offerings. It consisted of a committee and some activities for the employees but lacked a common and cohesive thread. The organisation wants to support employee wellbeing by regaining a focus that helps their employees avoid ‘burnout’, the number one reason for their high absenteeism, sick days and turnover costs.

Their wellness leader has conducted internal employee interviews to confirm the priority needs of the employees and align these with the strategic goals and objectives of the organisation to increase engagement and become an employer of choice within 3 years. From here, they will develop a rewards and retention strategy that provides measurable results that add value to employee wellbeing and decreases workers compensation costs. This is envisioned to include work design changes that are currently uncommon in the health sector however, they are confident that bold and brave leadership will help them win the war on talent.

Example 3: Hotel Management Solutions

Almost every major hotel corporation has taken an interest in the wellness traveller based on an increased demand by business travellers seeking to maintain a healthy lifestyle with wellness-oriented options when they travel.  The CEO of a hotel management company with its’ core portfolio in Asia-Pacific wanted a wellness approach that will be an added value for the guests in his clients’ hotels to clearly differentiate their offering within a saturated hospitality market. The strategic integration of wellness is being driven into the guest experience, starting from marketing, sales, concierge, rooms division and food and beverage departments, through to housekeeping, fitness and of course, the spa.

The wellness philosophy and values are being integrated into the employee induction program, training and all policies and procedures (not only HR) to align with the strategic business vision.

Example 4: Community Support

A community organisation that supports those that have experienced domestic violence is utilising the ASWA wellbeing scholarship program combined with funds raised from community events, to put one of their long-term valued team members through an accredited Leadership Program where the mature student works with one of our expert wellness educators and mentors to create an 8-week wellbeing program, based on the evidence-based eight principles of wellness. The program will be delivered by more than 20 of the organisations’ trainers across the various support services provided by the organisation for women and children. The organisation has accessed government funding for the ongoing delivery of the program.

Example 5: Aesthetics Laser Facility

An aesthetics and laser facility knows that their patients wanted to improve their level of wellness when they booked in for their treatments. The team is somewhat wellness-oriented however, the managing director is looking for a structured framework to provide both an ongoing employee training program for their own wellbeing, and to add greater value to the patient experience. The vision is that when a patient leaves the clinic, they are not only looking and feeling better, but they are also living better.

The business vision of the owner is to build a strong aesthetics and wellness value proposition of the brand as part of their build, grow and exit strategy.

Example 6: Urban Spa Chain

An urban spa chain wants to add wellness into their customer offerings. They will review the current spa menu and devise the project plan of how they can integrate wellness effectively by synthesising the principles of wellness with the current menu offerings. The plan ensures that the treatments are priced correctly and the delivery cycle ensures both a quality guest journey and a profitable bottom line for the business.

Example 7: Retreat

A health and lifestyle retreat has their entire business devoted to wellness programs for their guests. The retreat has a plethora of activities and professional knowledge available for customers, however, the employees and contractors are so busy taking care of their guests that their own work/life is actually imbalanced. Their wellness leader has a team that is already committed to wellness so his goal is to drive a common philosophy of wellness within this particular workplace and to cultivate a healthier culture for the employees to support work/life balance. He is doing this through the review and updating of policies and procedures and importantly, how these are carried out in the daily operations, particularly the communications system and onboarding program, to add to the wellbeing of the team members and avoid the effects of burnout on the team and the impact on the business.

Example 8: School

The Principal of a school is aware that parents are wanting the administration and faculty team members to enable them to provide the best health and wellbeing support to their children as part of their nurtured educational journey. The school has started a wellbeing program for students as supplementary to the required curriculum however, to become a preferred employer, as well as to build the reputation of the school as excelling in both knowledge and essential life skills, they are driving wellness from the core of the organisation. Starting with the administration and support teams, they will then move to the teaching teams and beyond, to integrate the bold vision and create a healthier culture that will, not only reduce staff burnout and associated business costs, it will also send a clear  message to the parents, students and the community that wellbeing is an authentic priority.

Example 9: Finance Call Centre

As a result of increased verbal abuse from dissatisfied customers, front-line workers in the finance industry have been experiencing increased stress levels that are negatively impacting the mental health and wellbeing of team members. The HR team in developed the ‘wellbeing development fund’. The fund is financially supported by the organisation and employees can apply to access the fund, valued at $10,000 for personal or professional wellbeing development. There are limited numbers of recipients however, one high performing and proactive call centre manager applied for and was successful. The funds are being invested in is upskilling with wellness and strategic leadership skills for the manager to implement initiatives that support the wellbeing of their team members, as well as boost their own career transition opportunities with these newfound skills.

Example 10: Vocational Training Provider

The CEO of a vocational training organisation that offers management and business qualifications knows that the students want jobs upon graduation. The CEO aims to use wellness as a strategic advantage in selling its graduates to employers. The Diploma of Wellness Leadership Program will be added to their scope of registration to provide their students with sought-after life and management skills. Employers will know that each graduate was truly ‘fit for work’ in today’s dynamic world where resilience, mindfulness and agility are essential skills for success.

 

Wellness Partnerships

Partnering with us at The Australasian Sustainable Wellness Academy and our 25 years’ experience provides a workable and sustainable solution for your business’ wellness needs.

Call us on 1300 342 191 to explore a ‘best fit’ approach.

Angela Derks, ND is the Founder and CEO of the Australasian Sustainable Wellness Academy (ASWA) - the award winning accredited leader of wellness training and consulting services for organisations. Her life’s work is helping people achieve optimal health, wellbeing and business success through skills-based learning and healthy leadership strategies. She is the lead developer of the nationally recognised Diploma of Wellness qualification, delivering relevant skills to effectively integrate evidence-based wellness and management practices into organisations. ASWA's wellness integration approach empowers and enables individuals and organisations to achieve wellbeing and performance for sustainable success.

1 Comment

  • If all organisations could do this and we are cultivating a new generation of employers. They will be more prepared to support their staff in workplace wellness and will reap the reward‘s of retention. I’m excited for the future and the possibilities. Get on board employers.

    Nicole Reply

Leave a Reply

Your email address will not be published. Required fields are marked *