January is a Great Time to Kick off Your Workplace Wellbeing Programme

The holiday season, with its abundance of festivities, can often lead to indulgence in rich foods, alcohol, and relaxation. As we bid farewell to the last traces of our holiday treats and the calendar flips to January, many find themselves facing the challenge of returning to work with the same energy and motivation they had before the holiday break.

Depending on where your employees reside, January can seem gloomy, marked by cold, dark nights devoid of festive decorations, Christmas trees, and twinkling lights. The New Year brings a sense of reflection as people contemplate what the upcoming year symbolises, what they aim to achieve, and how they aspire to grow.

Yet, even the mere thought of change can be daunting. Our internal instinctual tendencies favour familiarity and routine, making change an uphill battle. This is one reason why approximately 80% of New Year’s resolutions falter by February.

Rather than embracing change, the lack of motivation, reduced energy levels, and the New Year blues can steer employees toward the path of least resistance, causing them to stick with their familiar routines instead of pursuing their New Year’s goals.

Excuses begin to surface, with thoughts of how things will improve when days get longer, work becomes less demanding, or the kids can walk to school on their own. The human mind is adept at finding reasons to maintain the status quo because familiarity holds value.

However, within employees, there exists a longing to kick-start the New Year with a surge of energy. This desire encompasses increased vitality, shedding a few pounds, and engaging in physical activity. It yearns for more productive time usage, rather than mindlessly zoning out in front of Netflix each evening.

This is precisely why January presents an ideal opportunity to launch a workplace wellbeing programme or initiate a new wellbeing strategy within your organisation. Taking action now can inspire your workforce, boost motivation, and help them stay on track towards achieving their goals.

Workplace Wellbeing Programmes

Workplace wellbeing programmes that educate people about;

• The body’s physiology
• Lymphatic drainage system
• The impact of food on mood
• How to maintain energy levels throughout the day
• Microbiomes and how to stop feeding them

can infuse health and vitality into your workforce.

The New Year can be emotionally and mentally challenging for employees. Emotions may run high after the Christmas period, as January has earned the unofficial title of “Divorce Month” due to increased divorce filings.

Additionally, those who spent the festive season alone may struggle with feelings of isolation and depression. Some employees may be highly emotional due to a family member battling cancer, and it may have been their last Christmas together.

If you’re overflowing with ideas but unsure where to start with your January wellbeing campaign, consider downloading our free e-book on workplace wellbeing. This resource provides valuable questions that will guide you in developing workplace wellbeing initiatives tailored to meet your employees’ needs while remaining aligned with your organisation’s strategic and commercial objectives.

The New Year is not solely about weight loss and fitness. It is an opportunity to holistically support employees, helping them start the year on solid footing mentally, physically, and emotionally, and keeping them there.

Steps to Creating Your Employee Wellbeing Strategy

1. Assess Employee Needs: Start by conducting surveys or focus groups to understand your employees’ wellbeing needs and preferences. This will help tailor your employee wellbeing program to their specific requirements.
2. Create a Wellbeing Calendar: Develop a comprehensive wellbeing calendar for the year, with a focus on launching initiatives in January. Include a variety of activities, such as fitness challenges, mental health workshops, and nutrition programs.
3. Establish Clear Goals: Set measurable goals for your employee wellbeing programme. Whether it’s reducing absenteeism, improving employee engagement, or enhancing overall health, having specific objectives will help track progress.
4. Secure Leadership Buy-In: Ensure that your organisation’s leadership team is committed to and supportive of the employee wellbeing program. Their involvement and endorsement will encourage employee participation.
5. Communicate Effectively: Craft a communication plan to inform employees about the upcoming employee wellbeing initiatives in January. Use various channels, including email, intranet, and team meetings, to create awareness and excitement.
6. Evaluate and Adjust: Continuously monitor the effectiveness of your employee wellbeing programme. Collect feedback from employees and adjust your initiatives as needed to better meet their evolving needs and preferences.