Drive senior leadership ownership for better business results
Don’t regard HR as a support function. HR is traditionally regarded as less strategic than other departments, mostly dealing with the process and policy-driven side of the business. But HR leaders today are often responsible for ensuring their organisation has the workforce and resources it needs to execute business strategy. As the forefront of effort and HR transformation, HR professionals have the knowledge and insight to inform an evidence-based approach to ensure that well-being is integrated into the organisation’s culture, leadership and people management practices. When making a business case for well-being, HR professionals can demonstrate how a great well-being strategy can enhance the company brand and applicant attraction therefore attracting and retaining top talent and lower turnover of staff due to a happier, thriving workforce.
Integrate better technology. The foundation of a sustainable well-being strategy is the integration of technology that can track, communicate and promote your well-being programme, as well as inform other key HR functions such as recruitment and performance management. Having a strong level of alignment throughout the entire HR lifecycle can trigger that cultural and behavioural shift that creates tangible results. Before making any decision about what technology to purchase, leadership will want to understand the ROI: will it improve efficiency, mitigate risk and empower people to perform at their best?
People management systems can help to operationalise well-being. Highly integrated, people management systems, such as SAP SuccessFactors, can highlight issues and trends, as well as transform performance management with ongoing coaching and feedback. Stimulating an open dialogue between managers and employees will help them to have structured conversations about how to align personal performance with business objectives. With this level of engagement, keep your workforce passionate, connected to purpose and focused on the right objectives. Demonstrate to leadership how this type of culture leads to engaged employees who are committed to the long-term vision and strategy of the organisation.
Embrace analytics for data-driven decisions. Machine-learning algorithms and predicative analysis can detect potential issues such as stress, overworking and leaveism in real-time, enabling employers to create upstream solutions. By understanding the underlying patterns, trends and behaviours related to health and well-being, organisations can design a strategy based on the precise needs of its employees. Leveraging workforce analytics in this way can really allow leadership to assess how people investments drive business results. Taking an ‘evidence-based’ approach to measure the success of your organisation’s well-being strategy is key to securing future investment from the board or senior leadership.
The foundation of a sustainable well-being strategy is the integration of technology that can track, communicate and promote your well-being programme