Understanding the wellbeing of your workforce is like looking for the holes in your tyres.
If you have tiny, undetected holes in your car tyres, no matter how much you keep pumping them up, they are going to continue losing pressure and working ineffectively.
Looking after your people is no different. You can throw the latest wellness fad at them, but unless they are engaged and firing on all cylinders thenselves, any gains will be temporary as the air slowly and surely escapes.
Your people are a fundamental part of your business – both your biggest asset and your greatest liability. Any wellbeing initiative MUST first find and identify those holes. Only then can you put an effective strategy in place to encourage everyone to work towards their potential.
Our Wellbeing & Resilience Audit deep dives ito a number of sometimes difficult but extremely important areas of workplace wellbeing, both from an individual and an orgnisational point of view.
1. Our dynamic 3-Step Process ensures we formulate the right questions, covering a range and diversity of topics that are congruent to both your business, and the demographics of your business1We start by sitting down 1:1 with the management and key team leaders within your business. The aim of these discussions is to root out underlying employee engagements problems, behavioural issues, and assess the impact on the business’ productivity and prfotiability.
Based on these initial discussions, KAN creates a wider assessment strategy for employees across every section and department.
2. KAN then implements the agreed strategy, distributing an online questionnaire to everyone within your workforce, which can be completed anonymously.
The questions are designed to assess levels of resilience within the workforce, assess mindsets and attitudes, and get a snapshot of the general attitudes towards motivation and mental wellbeing in the workplace.
3. Once completed, the information is collated and analysed, and presented as a detailed report. Recommendations are made for the planning and implementation of a short, medium and long term wellbeing strategy.
remember – a happy employee is a productive employee. They feel valued and heard. They have a greater sense of purpose.They feel as though they are progressing. This feeds into reducing rates of absenteeism and presenteeism, improving retention, uplifting motivation.
The better an individual understands and knows themselves emotionally, the more they ave the knowledge and skills to hlp them power through struggles and ultimately achieve greater potential.
