Why do a Wellbeing Audit?

Many organisations know that they are investing time, effort and money into wellbeing activities which don’t seem to have an impact. But before adding new activities or culling those deemed unsuccessful, conducting a wellbeing audit will enable you to strategically plan and develop an evidence-based approach to wellbeing across your organisation.

As a diagnostic tool, a Wellbeing Audit is the first stepping stone to assessing both overall wellbeing and your offering, before planning and delivering activities which attract, engage and retain your biggest asset - your people.

So, what are the bigger benefits and where should you start?

Conducting a Wellbeing Audit will enable you to…

  1. Listen and understand how your people are feeling physically and emotionally, and how their wellbeing and happiness levels are impacting on performance. By understanding the baseline, you will have a more robust starting point to measure against moving forward. 
  2. Identify ‘forgotten’ departments for whom wellbeing initiatives haven’t been as accessible to. For example, are some of your employees in different time zones, have less access to tech, or conflicting deadlines with wellbeing activities? And how are your activities communicated? Do they hit every touch point - not all will be reading the staff e-newsletter, intranet or Teams thread.
  3. Measure and analyse your wellbeing budget spend - from where you’ve seen the biggest engagement, to any direct value on investment and ROI such as training wellbeing allies who have supported those struggling with stress or mental health, and taking less time off sick as a result.
  4. Get a sense of what is truly working vs. what isn’t. For example, is it the activity, the timing or the format? Perhaps your people love yoga, but Mondays don’t work for them, as the most popular hybrid days are Tuesday to Thursday in the office.
  5. See the bigger picture. Taking a step back to audit your current wellbeing programme can give you a moment to reconnect the dots with your wider People Strategy and business goals. 

We hope these tips will help you get started in pinpointing your priorities - from the wellbeing fires that need putting out, to longer term, strategic objectives, that will support and have direct impact on your organisation's goals - from top talent retention, to increasing business growth.

If you need some further guidance, we’d be delighted to hear from you! Get in touch to book a free 15 minute consultation with our wellbeing specialists. Drop us an email at [email protected] 

Author: Jayne Burton | Wellness Specialist | WorkLifeWell


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