Home » Employee Wellbeing » How companies can develop a staff wellness strategy that really works

Melissa Nangle

Head of HR and Office Manager, .ie

The benefits of a corporate wellness programme can include enhanced staff engagement, but initiatives must be properly embedded throughout the organisation.

Staff wellness shouldn’t be taken for granted. If employees are healthy, happy and engaged, they perform better. That’s certainly been the experience of .ie, the national registry for .ie domain names, which recently restructured its wellness initiatives into a robust programme, enthusiastically embraced by staff. Developing a strategy that integrates health and wellbeing establishes a foundation for infusing wellbeing into the business culture. 

Wellbeing programme best practices

“The programme embodies our dedication to nurturing and promoting a supportive, safe and positive working environment, prioritising the wellbeing of all employees,” says Melissa Nangle, Head of HR at .ie. “It’s aimed at enhancing the physical, emotional, interpersonal and intellectual quality of life for all.”

The company has been so successful that it was awarded the KeepWell Mark from Ibec, the lobby and business representative group. This evidence-based accreditation underscores the company’s commitment to wellness through best practice policies and processes reflecting a proactive approach to fostering a supportive and healthy work environment.

Introducing a corporate wellness strategy yields
tangible benefits for all and a return on investment.

Genuine approach is crucial for staff engagement

Authenticity is vital in fostering staff engagement. The company’s initiatives include a suite of wellness policies, supported by an HR policy consultation framework; health insurance, fitness and nutritional programmes; work-life balance options; and mental health training.

“Introducing a corporate wellness strategy yields tangible benefits for all and a return on investment,” notes Nangle.  We need to actively understand the intersection between wellness economics and the current landscape of working life.” 

To effectively introduce a wellness programme into your business, a strategy encompassing a holistic approach is essential. Define what ‘wellness’ is, what your goals are and engage with staff. “Not everyone benefits from the same supports,” notes Nangle. It’s a continuous cycle of reviewing, engaging and assessing.

Moreover, be genuine. Otherwise, staff won’t connect with it. “We know it’s not enough to simply have a wellness programme in place,” says Nangle. “We are ingraining wellness into the company’s DNA.”

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