Developing and implementing a wellbeing programme: Generating your strategy and communicating your vision

About the author

Debbie Kleiner is a workplace wellbeing and training specialist and runs Wellbeing in Work, an organisation with expertise in providing training and advice on wellbeing to workplaces.

Brightmine editor

Bar Huberman, a former solicitor, is content manager for the HR & Compliance Centre HR strategy and practice team, having worked on strategic guidance for HR professionals since 2009.

Overview

In our series of guides on developing and implementing a wellbeing programme, we discuss the importance of investing in employee wellbeing, how to convince the board to fund a wellbeing programme, and how to develop and implement a wellbeing strategy and plan.

In this third guide, we discuss what to consider when putting together a wellbeing strategy, including formulating the vision for wellbeing. This guide is part of a series of five guides on employee wellbeing:

• Developing and implementing a wellbeing programme: Why employers need to invest in employee wellbeing
• Developing and implementing a wellbeing programme: Getting initial senior-level buy-in and gathering evidence on wellbeing
• Developing and implementing a wellbeing programme: Creating and implementing your wellbeing plan
• Developing and implementing a wellbeing programme: Re-evaluating and adjusting the wellbeing plan