The biggest barrier to change is not knowing how or where to start. The biggest change comes from the smallest steps.
Every organisation should have a wellness strategy whether it’s a one-man band or a multinational. Having a strategy allows you to plan and develop a culture of work that promotes happiness, health and productivity in the workplace.
Organisations that don’t have a strategy tend to take ad hoc steps either due to a hot topic, or in reaction to a workplace event, such as a key employee being diagnosed with a long-term condition, or sadly a mental health related concern.
A strategy allows an organisation to look ahead in terms of time and the changing needs of the organisation, taking into consideration the health needs of its employees.
The starting block for a wellness strategy is to ascertain the current needs of employees and how they are being fulfilled. This is a relatively straightforward exercise that can include a survey of current employees and a review of sickness and absence records historically. In addition the organisation would need to know its legal and regulatory requirements in regards to health and safety, and risks that employees may face through their role, for example the use of any machinery causing vibrations or loud environments.
Having identified the needs it’s important then to research solutions that may be of benefit, but also to consider what would be acceptable and easily accessible to include as many employees as possible.
Having identified where to start, it’s important than to break down the strategy into a small steps. These can be prioritised based on immediate need such as legal and regulatory, or the need most identified through staff surveys.
A consistent strategy that builds on a regular basis is better than a all singing all dancing solution that never takes off.
To maximise a success of the program, engage your workforce early and make the strategy visible to all. The appointment of a wellness champion can be really helpful ensuring a success of the strategy.
Finally, what isn’t measured can’t be changed. Try and set up some early markers of success that can be easily measured. This could be through a scorecard, metrics such as feedback from events, and sickness absence data.
Here’s a step-by-step plan to take away:
Step 1: Identify the Biggest Need
Start with a quick pulse check. What’s affecting your team the most right now — stress, absenteeism, low morale, burnout?
Action: Run a short, anonymous employee wellbeing survey or informal check-in to uncover key concerns.
Step 2: Ask Employees What They Need
You don’t have to guess. Employees are often the best source of ideas for what will actually make a difference.
Action: Ask one simple question: “What one thing would improve your wellbeing at work?” Collect responses anonymously.
Step 3: Choose One Quick Win
Pick one realistic, high-impact initiative to launch first. This could be mental health support, flexible work policies, or access to a GP.
Action: Trial a virtual GP service or introduce a monthly wellness day — something low-cost, high-value.
Step 4: Communicate Clearly
Even the best ideas fall flat without communication. Let your team know what’s being introduced, why it matters, and how to access it.
Action: Announce your new initiative in your team meeting, email, or internal newsletter.
Step 5: Get Expert Help
You don’t need to be a wellness expert. Partnering with a provider like Healthality gives you access to clinical insight, ready-made services, and tailored support.
Action: Book a 30-minute consultation to explore your needs and get expert guidance.
Step 6: Measure & Build Momentum
Track engagement, get feedback, and refine your approach. A simple wellbeing scorecard can show where you’re making a difference — and where to go next.
Action: Create a basic scorecard across four areas: physical health, mental health, lifestyle habits, and personal development.
Final Word
Starting a wellness strategy doesn’t have to mean a huge time or budget commitment. Begin small, involve your team, and take consistent action. The results — better health, higher engagement, and improved performance — will speak for themselves.
