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.

XpertHR editor

Bar Huberman is content manager for XpertHR's 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