The power of line managers for wellbeing comms

In today's world of work, promoting employee wellbeing is no longer just a benefit but a necessity for fostering a healthy, engaged, and successful culture.

‍

However, as HR practitioners and wellbeing leads, we often face a significant challenge: effectively communicating our wellbeing proposition to a large and diverse employee base.

‍

In this month’s Deep Dive, we'll delve into this issue, exploring common obstacles and consider practical solutions to unlock effective communication strategies in large organisations, with a special focus on the role of line managers.

‍

Where we are currently

‍

Large organisations with hundreds, or thousands, of employees, present unique communication challenges. 

‍

From first-hand experience and when working with others, one of the key hurdles HR practitioners and wellbeing leads face is demonstrating the value of wellbeing provision to employees. Your work is incredibly valuable, but if we can’t communicate that value impactfully, employees may be less likely to engage with the resources and programmes offered. 

‍

The sheer volume of information can lead to employee disengagement and overwhelm; the complete opposite to what we’re aiming to achieve. Moreover, diverse employee demographics, and preferences, requires a tailored approach to communication.

‍

In addition, the fragmentation of wellbeing and social opportunities, often led by different stakeholders within the organisation, can create confusion and inconsistency in the user journey. This disjointed experience can further hinder employees' ability to fully embrace it.

‍

So where do we go from here?

‍

There are many ways that we can get from A to B, but from my experience as both an internal wellbeing lead and as a service provider, I’d turn to the below strategies with a particular emphasis on the involvement of line managers:

‍

1. Segmented Communication Strategy:

‍

Segmenting the employee population based on demographics, roles, and interests allows for targeted communication tailored to the unique needs and preferences of different groups.

‍

By understanding the diverse demographics and interests within the workforce, organisations can craft messages that resonate with specific employee segments, ensuring relevance and engagement.

‍

Line managers are instrumental in this process, serving as conduits of information and advocates for employee wellbeing within their teams. Their direct insight into team dynamics and individual preferences enables them to effectively convey tailored messages and encourage participation in wellbeing initiatives, fostering a culture of support and engagement.

‍

2. Multichannel Approach:

‍

Expanding your communication arsenal to include multiple channels is essential for reaching and engaging employees effectively.

‍

Whether it's through email newsletters, intranet portals, mobile apps, or social media platforms, each channel offers a unique opportunity to connect with your audience. You don;t need to be everywhere, but it's vital to identify where your employees are most active and establish a presence there.

‍

Line managers play a crucial role in this strategy, leveraging their direct communication with team members to reinforce your messages and drive engagement.

‍

By utilising a variety of channels and leveraging the influence of line managers, you can amplify the impact of your wellbeing communication efforts and create a more connected and engaged workforce.

‍

3. Centralised Wellbeing Services:

‍

Streamlining access to wellbeing resources is key to ensuring employee engagement and participation.

‍

By consolidating these services into a centralised platform, such as a dedicated intranet page or digital portal, you can simplify communication and enhance the overall employee experience.

‍

Navigating the complexities of multiple stakeholders is easier said than done, I know, but creating a simple, user-friendly single-pager with links to the original sources is a positive start..

‍

Line managers can play a pivotal role in promoting this centralised location, encouraging employees to explore and engage with the wellbeing provision for a healthier, more productive workplace culture.

‍

Rounding things off

‍

Effective communication of your wellbeing proposition isn’t just about sharing information, it's about inspiring action and fostering a culture of wellbeing.

‍

Line managers play a pivotal role in this process, serving as advocates, role models, and sources of support for their team members. By equipping line managers with the necessary resources and training, organisations can empower them to effectively communicate the value of the wellbeing provision and promote a culture of wellbeing within their teams.

‍

In conclusion, unlocking effective communication of the wellbeing proposition in large organisations requires a strategic and holistic approach that involves line managers at every step.

‍

By empowering line managers, embracing a holistic approach, and continuously evaluating and improving communication strategies, organisations can enhance employee engagement, foster a culture of wellbeing, and drive organisational success.