| | JUNE - 2023MANAGEHRMAGAZINE.COM9your wellbeing vision, and relates with your employees globally. Whirlpool created a global framework `Be*Well', to illustrate how Whirlpool cares holistically about employee well-being. The Be*Well spark has six pathways covering all aspects of well-being and how they are connected. 1. Be Balanced = Emotional Wellbeing 2. Be Healthy = Physical Wellbeing 3. Be Connected = Social Wellbeing4. Be Prepared = Financial Wellbeing5. Be Curious = Talent and career development6. And it all comes together in the Be You Pathway. 3. Start from your own strengthsDon't try to chase the latest hot trends. There are tons of creative benefits, perks and wellbeing offerings out there, certainly in the tech, start- and scale up world. Yes, you can organize a `Bring your dog to the office'-day but it will not change the world. You need to start from your own strengths. Based on your values, your EVP and company culture, where do you want to stand out? Sometimes it is easier than you think.Define your Relative vs your Absolute (your USPs) standards of care. Where do you want to be market competitive and where do you want to stand out vs your competition? Map your current offerings per location, define your gaps and close them.4. The world is digital and data drivenInvest in a global well-being portal to create a consistent employee experience. Build a global benefits inventory and monitor external trends and benchmarks. Automate as much as possible and use data to drive decisions in a cost effective manner, impact and change behavior, understand success, and be open to adapt.5. Inclusive, diverse and flexibleYour wellbeing strategy is not about engaging everyone in a certain lifestyle. Focusing on sports, healthy eating or mindfulness only will attract those employees in your company who already engage. Your wellbeing strategy needs to account for everyone. Be inclusive (and fixing your bureaucratic processes will be more impactful than doing yoga). Add flexibility: employees have different interests, family situations or aspirations. Provide flexibility and choice to meet individual needs. Do it incrementally and experimentally, ask for feedback. But nudge your employees with implicit suggestions that influence behavior. For example, younger employees are more cash driven, however make it a default setting opting in for a Life Insurance or the Company Pension Plan. 6. "Culture eats strategy for breakfast"Even with the strongest strategy designed, your plan will fail without a company culture that encourages people to implement it. Culture comes with behaviors, driven by a strong set of values and leadership attributes that are genuinely promoted throughout the organization. Ultimately it is the employee and the people leader responsible for their wellbeing. A company can only create the right framework, context and culture that facilitates and incentives a clear and decisive focus on wellbeing. Toxic cultures need a change of culture, not a healthy food coach. 7. Without execution, strategy is uselessExecution is everything. It starts with active sponsorship and involvement of your leadership team and then: EDUCATE: demonstrate the organization's commitment to well-being. Provide meaningful communications, resources to remind and encourage employees to prioritize well-being. APPLY: Drive engagement through activities, challenges and tips. Evaluate and align benefits to guiding principles; coordinate benefit changes with the framework. EMBED: Ingrain the strategy into the organization's culture. Train your people leaders and leverage senior leader sponsorship and systematic integrations to reinforce the education & application of your framework. 8. Don't look for hard ROI evidenceIt is not about a return on investment. Investing in the wellbeing of your employees should be a given, and part of good company citizenship. If your employer is not convinced that healthy and supported employees are more engaged, productive, resilient, and go above and beyond for the good of the team, and the customers, then maybe it is time for you to look for another employer. It is critical that companies promote a culture of wellness and belonging within every level of their organization
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