It's March, the sun is out, the birds are singing and hundreds of companies are thinking about budgeting for the year ahead. One item, which is likely to have made its way up the HR agenda, is employee wellbeing. Two questions which companies are likely asking themselves (amongst many others) are: (i) how much should we allocate to fostering the wellbeing of employees; and (ii) how can we make a robust business case for doing so?
We thought we'd offer a helping hand, by publishing a white paper on the subject. We've kept it simple, by making it visual. We're advocating a mindset shift, away from thinking about pure investment costs, to thinking about the sizeable returns on any investment made. In most cases, you will already have a sizeable budget to work with - if your company's absenteeism, presenteeism or turnover is higher than you would like or engagement and productivity lower, you will likely have a budget totalling several millions. Thankfully, you won't need to spend anywhere near that amount to create an effective wellbeing programme. We have highlighted several case studies with returns on investment ranging from as little as 3:1 to as much as 31:1, most of which are based on reduced absenteeism alone - the tip of the iceberg. Wellbeing programmes, if implemented correctly, pay for themselves and more (much more).
Click on the image below to download our white paper.
If you would like to know more about how to produce a robust business case for employee wellbeing at your company, or you would like some help in creating a wellbeing strategy, please get in touch: email@example.com.