Implementing workplace health and wellbeing programs is crucial today to address increased workloads, longer work hours, and less work-life balance faced by employees. Such programs can reduce stress, absenteeism, and turnover while improving productivity and satisfaction. Options for employers include creating wellbeing policies, integrating wellbeing into company culture, providing educational programs, and making wellbeing activities accessible. Leaders must also actively promote and model healthy behaviors to drive cultural change from the top down. Proper implementation requires identifying goals, stakeholders, communication plans, and evaluating progress.

1. Workplace Health and Wellbeing:
Why it is so crucial in today’s market and how you can
implement it within your team and company.
A Workshop By
© The Coaching Company

2. Agenda
1. WHAT IS HEALTH AND WELLBEING?
2. WORKPLACE HEALTH AND WELLBEING
PROGRAMS
! WHY? (The purpose)
! WHAT? (The options of what it might look like)
! HOW? (The ways in which you could implement it)
3. GOAL SETTING

3. Definition of Health
According to World Health
Organization (WHO):
“Health is a state of complete
physical, mental and social
wellbeing and not merely the
absence of disease or infirmity”

4. Physical health is determined by
human biology, environment,
lifestyle and healthcare.

5. Mental health is defined as a state of
well-being in which every individual
realizes his or her own potential, can
cope with the normal stresses of life,
can work productively and fruitfully,
and is able to make a contribution to
her or his community.

6. Social wellbeing
involves a person's
relationships with
others and how that
person communicates,
interacts and
socializes with other
people. It can also
relate to how people
make friends and
whether they have a
sense of belonging.

7. Market Factors Impacting
Our Businesses Today
! Tight budgets means reduced
resources and creation of lean teams
therefore workloads are up
! The pace and intensification of our
work and environment has increased

8. • A global economy means long /
unsociable hours for those responsible
for communicating with overseas
colleagues, suppliers and clients
• Within multinational organizations,
underperforming regions can impact
local operations and budgets even when
the local operation is performing well

9. • Environments have become extremely
complex, including:
• cultural complexities
• matrix reporting lines
• large scale change projects

10. ! Job security and promotion /
development opportunities are often
lacking
! Retirement age is likely to be extended
for the majority of the population in
order to meet superannuation
shortfalls and longer life expectancies
(Financial Times Guides: Business Coaching, Anne Scoular)

11. So From An Employee
Perspective….
! I have an increased workload;
! I have to work longer hours;
! I will have to work for a considerable
number of years longer…

12. Yet I am told to expect….
! Less financial rewards
! Less support, recognition and
prospects for promotion
! Less job security

13. Potentially Resulting In…
! Reduced levels of motivation
! Reduced levels of productivity
! Reduced levels of job satisfaction

14. ! Increased levels of stress and mental
health issues
! Increased sick leave
! Increased staff turnover
ALL OF WHICH HAVE FINANCIAL AND
CULTURAL IMPLICATIONS FOR YOUR
BUSINESSES

15. Mental Health
! United Nations reports stress as the second
highest cause of morbidity after heart disease
! Federal government of Australia “Mental illness
affects nearly every Australian” (2011)
! Leading cause of disability in Australia
! 41% of Australians reported experiencing
unhealthy levels of stress (2009)
! 37.9% of leaders (executives) display caseness
(symptoms of mental ill-health without
diagnosis)

16. Research Shows…
! When workplace support is low, rates of
absence increase;
! When workplace support is high, intention
to resign is reduced
! Having the power to make decisions reduces
rates of absences and turnover and
increases performance and job satisfaction
(www.who.int/occupational_health/topics/
brunpres0307.pdf)

17. Research Also Supports…
Coaching can provide a framework to satisfy three
basic psychological needs:
1. Autonomy
2. Competence
3. Relatedness
Which together create foundation for human
functioning and well-being.
(Coaching With Self-Determination In Mind
Spence & Oades, 2011)

18. How does this research relate
to you and your team?
What impact does this have?

19. Why Implement a Workplace
Wellbeing Program?
! High stress resulting in low performance, high sick
leave and high turnover costs your business money
! Looking after your employees can help you to
become an employer of choice which means
improving retention rates and attracting good
people
! If we are facing the prospect of working for longer,
why not create a place of work that we enjoy going
to?
! This can be a great opportunity for team building
and collaboration (relatedness)

20. What Are Your Options?
1. Create a policy that says you support the
wellbeing of your employees?
2. Integrate health and wellbeing into your
company culture?
3. Provide an education program that raises
awareness about health and wellbeing?
4. Support employees by making health and
wellbeing activities accessible to them?
5. Leaders as promoters that lead by example?

21. 1. Create a Health &
Wellbeing Policy
! This is a great starting point but remember, it is
empty words unless you are willing to back it up
with specific actions
! Your policy should include goals and objectives as
well as a strategy for achieving them
! You should know how to convey your policy to your
employees including how they will benefit
! Examples could include policies relating to
overtime, taking lunch breaks and holidays, flexible
working arrangements etc.

22. 2. Integrate Health &
Wellbeing Into Your Culture
! If your health and wellbeing policy has been done
well, integrating health and wellbeing in to your
company culture can be achieved easily
! Be clear about how your policy relates to your
culture and values
! This has to be lead from the top – as leaders your
actions have to back your words!
! Once you are living and breathing this culture, you
will attract people with a similar mindset into your
organization

23. 3. Raise Awareness With
An Education Program
Options could include:
! Running workshops covering topics such as
nutrition, stress management, exercise, sleep etc.
! Sending a regular newsletter with health and
wellbeing tips covering all of the topics above
! Providing sufficient job related training to those
taking on new tasks / roles to ensure that the
transition is smooth and stress is minimal
(competence)

24. 4. Support
! One to one coaching or mentoring (e.g. for new
managers)
! Team coaching (ideal for any team whether it be
leadership, project, functional, regional)
! Reward and recognition – ensure employees feel
valued
! Programs to support employees with health issues
! Integrating health and wellbeing into one to ones,
appraisals and learning & development plans

25. Accessibility
! Fruit and herbal teas in the office as opposed to
vending machines and biscuit tins
! Team building activities that involve outdoor and
physical pursuits as opposed to a trip to the pub
! Gym memberships and / or group exercise (e.g.
weekly yoga classes or a running club)
! Health insurance
! Deals and discounts for health products

26. 5.Promotion
! Run competitions with health promoting prizes e.g.
spa vouchers, weekend retreat, fruit hamper,
afternoon /day off)
! Utilize advocates – who are the people already
integrating health and wellbeing into their lives?
Who is most likely to embrace health and wellbeing
in the workplace? How can you utilize these people?
! Inspirational speakers - bring in external speakers
who will inspire your teams and help promote
health and wellbeing

27. How To Implement a Health and
Wellbeing Program
1. WHO? How will you involve people/
create a project team?
2. WHAT? Consider all the options
3. PROJECT PLAN Including SMART Goals
4. COMMUNCATION How will you
communicate and promote your
program?

28. Leaders As Promoters
Change is driven from the top which means
leading by example….
Do not expect your team to think they have
permission to embrace work: life balance if
you are sending them emails at 11pm!
Are they likely to be inspired if you talk about
healthy eating then come to work with a
McDonalds in your hand?

29. Research By
Sunny Stout-Rostron
“There is a vital need for bold, visionary
leadership that will shape our future; not just
the future of our organizations and institutes
but also of our increasingly complex and
inter-dependent cultures and societies.”
(The International Journal of Coaching in Organizations: How is Coaching
Impacting Systemic and Cultural Change Within Organizations?
Sunny Stout-Rostron)

30. “….It is a newly diversified workplace driven by
sustainable values (such as trust, integrity,
bringing heart into relationships, health and
work/life balance, and making a difference), an
emerging consciousness of global issues, a need
to effectively manage change and complexity, and
the desire of people to ensure that their work
makes a positive contribution and difference to
their community. Are we, as leaders, consciously
developing the talent and potential of our human
communities? Are we pioneering the way forward
to create a new level of consciousness that will
help us to work together collaboratively with
authenticity, innovation and less conflict?”

31. If change is driven from the top…..
Let’s start
with you!

32. Integrating The Four R’s
Into All Areas of Our Lives
Relax Rest
RechargeReplenish

33. What do you currently
do to ensure your physical,
mental and social health?
Relax – How do you switch off in the evening
and unwind throughout your week?
Rest – How much sleep do you get and how
refreshed do you feel in the morning?
Recharge – What activities do you do
regularly that recharge you?
Replenish – What foods and drinks do you
consume (or not consume) to nourish
yourself?

34. What could you change, start to do or stop
doing to ensure your physical, social and
mental health?
Relax Rest
Recharge Replenish

35. Goal Setting
What would you like to achieve specifically? (Frame
as a positive, e.g. I want to be/do/have….)
How will you know when you have achieved it? (i.e.
what is the actual evidence?)
What different ways could you set about achieving
this? (List a variety of options, even if they seem far
fetched…)

36. Goal Setting Continued
What resources do you have to help you achieve
this? (skills, values, tools)
Who can help you?
What is your action plan and what are your time
frames? (Twice as SMART - Specific & Stretching,
Measurable & Motivating, Achievable & Attractive,
Realistic & Relevant, Timely & Time-framed)