Finding the Right Wellbeing Interventions for Your Employees
When establishing a wellbeing programme within your organisation, it is vital to understand the concept of "person-activity fit." This means recognising that a one-size-fits-all approach to wellbeing will not be effective. The success of your programme hinges on providing a diverse range of interventions that cater to the unique preferences and needs of your employees.
While it's easy to become enthusiastic about a new initiative, it's crucial to avoid pressuring employees into interventions they don't find enjoyable. Such an approach can be detrimental to overall wellbeing. Instead of dictating what employees "should" do, focus on presenting them with opportunities to engage in activities they "could" try. This subtle but significant shift in language empowers employees by giving them a sense of agency and choice, which in turn reduces stress and encourages participation.
Encouraging Self-Selection and the Role of Wellbeing Ambassadors
Self-selection often proves to be the most effective way to ensure person-activity fit. When employees have the freedom to choose from a range of interventions, they are more likely to find something that resonates with them and aligns with their personal needs. However, some individuals may be hesitant to step outside their comfort zone and try new things.
This is where Wellbeing Ambassadors can play a critical role in promoting interventions and acting as role models. By embodying and advocating for the REST principles – Relatable, Enjoyable, Sociable, and Trackable – they can effectively demonstrate the value of participating in wellbeing initiatives.
The REST principles are key to encouraging engagement and fostering intrinsic motivation:
Relatable: Help employees understand the relevance of a particular intervention to their own lives and wellbeing.
Enjoyable: Ensure that the experience is enjoyable for participants, as this is a key factor in continued engagement.
Sociable: Incorporate social elements or support systems, as this can enhance the experience for many individuals.
Trackable: Provide mechanisms for employees to track their progress, which can boost motivation and provide a sense of accomplishment.
Considering Individual Needs: Sociability and Mental Health
When considering the "sociable" aspect, it's important to remember that individual preferences vary, particularly between introverts and extroverts. While introverts may not be as drawn to social activities as extroverts, research suggests that their engagement depends on the pleasantness of the social situation. If introverts find a group intervention enjoyable, they are likely to benefit from the social support it offers, just as extroverts do. However, it's crucial to recognise that introverts may require more downtime between group interventions to recharge, as social interaction can be draining for them.
Finally, it is essential to remember that wellbeing programmes, while valuable, are not a substitute for professional mental health support. While these programmes offer a proactive approach to promoting wellbeing and performance, organisations must also provide resources and support for employees who may be experiencing mental health challenges. By addressing both proactive and reactive aspects of mental health, organisations can create a truly comprehensive and supportive environment for their employees.