Four Steps to Prioritize Wellness and Help Your People be Their Best
It’s not rocket science, people feel and perform at their best when they are mentally and physically well. Increasingly, we’re seeing organizations focusing on mental health and wellness strategies that will help enable their people to thrive, both personally and professionally. At Deloitte Canada, it’s no different. We have concentrated on building a strategy, an environment, and a deep sense of belonging where everyone at the firm can bring their whole self to work.
Through research, and our own experience with supporting wellness at the firm, we encourage you to take the following steps to make wellness a priority at your own organization:
- Engage your people to understand what they want and need to bring their whole selves to work
The best way to learn about what your people are looking for is to ask them! Seems simple, but surveys, focus groups, team meetings and team member check-ins are a great way to do this.
Taking action at Deloitte: Last year we asked our people to complete a Total Health Index Survey which allowed us to get a better sense of our people’s overall wellness: physical, mental, life, and workplace. Using the findings, in addition to other employee data we’ve collected, we’re designing innovative wellness initiatives while also re-evaluating our people policies and current benefits offerings.
- Identify data and policies that can impact your people’s overall wellness
Recognize what type of landscape your workplace currently is vs. what your people aspire it to be. Then, strategize on ways you may be able to improve it. Sometimes it’s about taking what already exists and seeing how you can make it even better.
Taking action at Deloitte: Living in an age where cellphones and laptops are always just an arms-length away, increasingly people are looking for flexible work arrangements. Last year, we released our refreshed value proposition. One of the promises we make to our people is that it’s ‘your work, your way.’ We understand that each one of our people is unique, and we encourage them to work in the ways that best suit them.
- Provide your people with the tools and resources, and walk the talk
You probably already have tools readily available to your people; sometimes it’s just about reminding them where they are. Take the time to let them know of the resources that they have at their fingertips, and also use them yourself to demonstrate your commitment to wellness.
Taking action at Deloitte: In May we recognized Mental Health Week across our Canadian offices. We hosted various activities that were designed to help our people feel their best, and throughout the week we reminded them of the tools and resources – like meditation, the Employee and Family Assistance Program (EFAP), and our Recharge Centre – that are available to them when they need it all year-round.
- Create a wellness strategy that is governed, evolving and can measure impact
Remember, creation, adoption, and results won’t happen overnight. You’re embarking on a journey that will take time. Set realistic goals and expectations so that you can effectively measure your impact and success.
Taking action at Deloitte: We’ve decided to implement the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) at our firm. In order to accurately implement the Standard, we will be taking a phased approach spanning over several years. We want to ensure we’re bringing a version of the Standard to life that is aligned to our value proposition and our people’s feedback.
Prioritizing wellness can help manage stress, improve emotional well-being, increase productivity, and reduce risk of illness. Life throws us challenges no matter who we are or where we work. That’s why it’s critical that employers help their people prioritize their wellness! So, what are you waiting for?!
About the Author
Sarika Gundu is Sr. Manager, Wellness & Benefits, Deloitte Canada. She has extensive experience working with leaders and staff on creating and sustaining mentally healthy workforces. Areas of expertise include strategy, project/program development and evaluation, management and stakeholder relations. Innovative leader committed to strengthening the access and delivery of health services.