Aligning Employee Health & Wellbeing wants with Business Needs

22 May by Caroline Sidell


Guest Blog by Caroline Sidell.
Corporate Health & Wellbeing Company Director at Via Vita Health Ltd
Director and Owner Fit4ltd, National Wellbeing Lead for all PiXL Schools and Sunday Times PE Teacher of the Year

Are you embracing employee wellbeing and happiness? Forward thinking companies are providing healthy workspaces and nurturing their employees to achieve greater retention and staff loyalty which ultimately boosts their bottom line.

Do you know what your employees want?

Before you make any decisions, the big question that you need to answer is what do your employees want, expect and need from a health and wellbeing programme. So before you spend any money and start heading in the wrong direction, ask yourself, do I know what our workforce want and need? You may have already consulted staff through your annual engagement survey, but it’s important to ensure that whatever means you decide to use, your employees feel included and consulted as part of this process.

Here are some great ways to go about it:

  • Specialised health & wellbeing survey
  • Focus groups
  • Opinion Polls
  • Review recent engagement survey results
  • Wellbeing Committee meetings with representatives

At Via Vita Health, we use real data through our behaviour change health and wellbeing assessment tool to identify and understand the key areas your workforce want to prioritise relating to their health and wellbeing.

We focus on the following key areas:

  • Absence management
  • Work:Life balance
  • Energy Levels
  • Diet & Nutrition
  • Mental wellbeing
  • Pressure & resilience
  • Fitness
  • Happiness
  • Self-perceptions & intentions

Meeting in the Middle

It’s important to try and find some middle ground between the results of the employee consultation and the overarching strategic objectives of the business and the health and wellbeing programme. Usually there will be quite specific needs for individual groups of employees depending on their role, age, gender and geography, which is important to acknowledge and remedy as part of the overall plan.

Make sure you find out your key drivers for improving the health and wellbeing of your staff through absence management. This will highlight what your biggest reason for absence is e.g. mental health, stress, muscle skeletal or minor illnesses. You can then tailor your programme to ensure you are improving these areas and track progress against your benchmark data.

Striking the balance

Striking a balance between an inclusive health and wellbeing strategy available to all, and tending to specific group requirements is always going to be a challenge. The key is to provide a variety of services such as workshops, one-to-one's, webinars, newsletters, online content and campaigns etc. Contact us at Via Vita Health for a full demo of all our services.


How you communicate and explain your strategy and findings can have a huge impact on how your efforts are perceived within the workforce. Engaging in an open and transparent dialogue with employees throughout the whole process is a key ingredient to developing and delivering a successful health and wellbeing programme.

Be strategic by planning your workplace wellbeing programme for at least the next 6 months to a year. Link in with national campaigns, use wellbeing champions to spread the word and create a wellbeing calendar of events to keep your employees informed about all the programmes they can access.

Free workplace wellbeing consultation & programme recommendation

For your free workplace wellbeing consultation contact us today.