Why January is a great time to kick off your wellbeing programme

When Christmas and New Year are over it can be a challenge for employees to find the energy and motivation to bounce back into work.

Dark mornings, miserable weather, all the extra calories consumed over the festive period, and the psychological ‘start of a new year’ can all influence engagement levels in the workplace.

Combined with this, the New Year is a time where people reflect and consider what it is that they would like to change within their lives or within themselves.

Yet even the thought of creating change can be difficult for some employees.  Lack of motivation and the New Year blues can have them reaching for the left over wine from Christmas.

This is why kicking off a wellbeing programme in January can be a great idea to energise your workforce and inspire them to discover new ways to feel good about themselves.

A lot of the focus in January tends to be on physical health with people looking to shed extra pounds, get fitter and eat more healthily.

Wellbeing programmes that educate people on how to get the best from their bodies by understanding more about the physiology of their body, how food influences mood and how to create all day long energy can be a great way to put health and vitality into the heart of your workforce.

The New Year can also prove difficult for many emotionally and mentally.  Emotions may be running high due to family arguments over Christmas.  There may be some people who have been alone over the festive period and are struggling with feelings of isolation and depression.  Some people may be feeling emotionally overwhelmed because a member of the family has cancer and it could have been their last Christmas together.

Mental and emotional health are just as important as physical health.  With 1 in 4 people experiencing  a mental health problem each year, the New Year can prove to be a positive time to launch a wellbeing programme to help your employees get the New Year off on the right track.

A wellbeing programme that delivers the knowledge, tools and resources needed to create a healthy mind set, new habits and emotional balance can be incredibly liberating and empowering for your employees.

All of which enhance focus, productivity and engagement.

If you would like help with ensuring your employees start 2016 feeling great, then contact us today for your complimentary wellbeing analysis.



What’s the value of having a wellbeing strategy?

There is greater commercial evidence to suggest that having a wellbeing strategy not only helps to create a happy and healthy workforce but also makes a significant difference to the bottom line.

So much so that on a recent webinar hosted by HR Zone, a Wellbeing representative from Oracle advised that the company had so far saved over £1 million in sickness absence by introducing resilience training in 2014.

There are naturally more tangible benefits to having a proactive wellbeing strategy including;

  • Reduced attrition rates
  • Reduced cost of absence
  • Lower number of days absence across the business
  • Lesser number of employees on long term sick leave
  • Reduction in the number of employee relations cases
  • Greater net profit

Yet what about the less tangible (and we would suggest more valuable) benefits of having a wellbeing strategy. From our experience of working with organisations to support their wellbeing strategy, we see these as;

  • Increased engagement levels across the workplace
  • Greater flexibility in the workplace through the use of flexible working practices and family friendly policies
  • Improved customer and client feedback and scores
  • Reduced presenteeism
  • High performing people and teams
  • Greater harmony and cohesive working amongst people
  • Winning awards such as Britain’s Healthy Company and the Times Top 100 companies to work for

We would even go one step further to say the value of having a wellbeing strategy ensures that;

  • More employee’s go home and say ‘today was a great day!’ to their partners
  • Smile at each other
  • Tell their friends “I love my job!’
  • People are capable of going the extra mile without damaging their health

With a guaranteed return on investment, creating and implementing a wellbeing strategy could be the most commercial move yet for your business.

Employee wellbeing

and find out how we can support you with your wellbeing strategy.






Why management development training fails

Great managers have courage, a clear sense of who they are, clarity of mind and an ability to communicate and act from a place of true authentic power.

In turn they possess a natural gravitas, presence and energy.  In a world where people buy people, brilliant managers operate from a natural space winning the hearts and minds of those around them.

In order to achieve that requires a change of mindset.

For management development programmes to be really effective they need to show managers the door way to their own mind. To take managers on a journey which shows them….

  • How to identify who they are at their most authentic and how to step in and operate from that authentic power
  • An insight into who they are – mind, body and energy – and how to use this knowledge to develop presence, gravitas and confidence
  • An understanding of the unconscious mind and how it influences thoughts, emotions and behaviours, learning how to manage these more effectively from within
  • How to become a more intuitive leader
  • Ways to connect with their team subconsciously to build deep rapport
  • How to connect and communicate with their at a deeper level by understanding VAK (Visual, Auditory and Kinaesthetic communication)
  • All about to overcome their inner personal performance blocks

Management development training courses that don’t give managers the insight of how to manage their mind set, and how to change it at a subconscious level are missing the key ingredients.

Every action, decision made, thought, emotional response, behaviour….it all starts in the mind.

To achieve real return on investment from your management development courses, managers need to be given keys to their own mind. To know how to create new ways of doing things at a neurological level.

Want to find out how to really transform your managers in a team of high authentic achievers? Then contact us today and discover how we can transform your team from the inside out.


Is your EAP service a waste of money?

EAP (employee assistance programmes) have traditionally been used by organisations to provide a basic level of support to employees in the form of;

  • Financial advice
  • Child and eldercare information services
  • Legal advice
  • Information on workplace issues
  • Short term counselling services

The average cost of an EAP service, according to the Employee Assistance Programme market watch, is around £14 per employee per year. If, for example, you are an organisation employing 250 people, the annual cost of the EAP service would be £3,500 per year.

This may not seem an excessive financial cost in the grand scheme of things. However, what return on investment (ROI) does that £3,500 actually provide to your organisation?

An EAP service is traditionally a reactionary service. The service provides help and assistance to employees who use the service in the form of telephone counselling or information.

Part of the success of the EAP being based on how many employees interact with the service and actually pick up the phone.

Whilst it may be viewed by many as an employee benefit, is it really giving your employee’s what they need, particularly on the health and wellbeing front?

In order to establish how your EAP service is giving tangible ROI in the field of health and wellbeing, pause for a moment and consider the following.

Does your EAP provider help your organisation to;

  • Reduce the cost of absence by providing employees with proactive training and resources on how to build emotional, physical and mental resilience and wellbeing?
  • Reduce absence figures overall by providing consistent advice and training to employees on what is needed to be a healthy, happy and energised individual?
  • Improve employee engagement levels by having regular presence in the workplace in the form of on going resilience training?
  • Improve the performance levels of your employee’s by teaching them exactly how to change the way they think, feel and behave on the inside so that they excel on the outside?
  • Provide expert consultancy on how to develop and implement a comprehensive wellbeing strategy?
  • Provide a comprehensive free health check for all your employees that can feed into a bespoke wellbeing training programme?

If you answered no to one or more of the above points, it may be time to question whether you need a different approach.

By giving your employees the knowledge, tools and resources to develop long term emotional, physical and mental resilience, you are proactively and strategically ensuring the right ROI for your organisation.

Talk to us today about how we can create affordable wellbeing and resilience training programmes that deliver measurable ROI for your employees and your organisation.



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