An employee wellbeing strategy, quite simply, refers to the plan of action that an employer creates to safeguard or improve the well-being of its employees. Typically, it exists concretely as a document outlining the goals, objectives and rationale behind
Employee Wellbeing Melbourne, as well as the specific initiatives and actions that will actualize these. At its best, an employee wellbeing strategy is rooted in data, i.e. measurements of employees’ current sense of well-being at work and any gaps in this experience. Such data can be gathered by various quantitative and qualitative means, including anonymous surveys with open-ended questions - like our employee survey allowing for richer data, focus groups, or one-to-one.
Once a data-driven strategy has been built, and action plans have been implemented spanning across various initiatives, further measurement is warranted to assess the effectiveness of these. This is best done through more targeted pulse surveys zoning in on specific parts of the employee experience while tracking high-level outcomes (job satisfaction, daily subjective wellbeing, stress and burnout risk etc) to track changes over time. Where new issues or priorities become apparent, strategies need to be adapted accordingly – as per the cycle of continuous improvement, shown below.
