This is then provided to you in a snapshot style report and we will consult based on the trends and hotspots highlighted within the analysis in order to assist you to implement a bespoke yet holistic wellbeing strategy to address the needs identified. This process aims to ultimately improve the overall wellbeing of your employees but also increase the performance of the employer and for the first time create a tangible return on investment.
It is important to firstly understand your current health and wellbeing risks; this is where our employee survey and modelling tool come in.
Our survey is designed to understand your employees’ perception of their own wellbeing measured in terms of each of the six pillars and our modelling tool is designed to look at specific company demographics and existing data such as absence and claims from medical insurance and income protection in order to establish existing trends. This is presented to you in a snapshot style report.
Once we understand your corporate health and wellbeing risks we can consult to help you build a wellbeing strategy that targets those risks from a prevention and intervention perspective.
The strategy can be delivered via any market platform, or our very own engagement platform, Me2, specialist third party providers or in-house.
Regular governance is fundamental to ensuring that the strategy remains relevant. Further surveys and modelling on an annual basis ensure the strategy remains fit for purpose while also evidencing the return on investment the employer has achieved to date.
BWell Financially offers bespoke financial wellbeing strategies that improve employee financial wellbeing and productivity. Using our ACDC (analyse, consult, deliver and check) approach to understand the needs of an organisation and its workforce, we deliver a wellbeing strategy that is truly bespoke.
In order for any organisation to be successful, it needs a benefit strategy and supporting policies in place that cover the needs of a diverse workforce. It’s been said lots of times before that a one size fits all approach really doesn’t cut it anymore.
Head of Workplace Health and Wealth at Barnett Waddingham, Damian Stancombe, explains how you can help your employees learn, play and plan for their retirement by using Me2; a digital member engagement portal with a difference.
Wellbeing seems to be the “topic du jour” these days. But increasingly I question, what does the term actually mean, are providers being truly innovative and are many employers still paying lip service to the concept?
The value created by employees in a healthy organisation is vital to achieving long-term sustainable business success. How healthy is your organisation? It could be time for a check-up.
Presenteeism at work has tripled since 2010. Where's your head at? We've interviewed 3,000 UK workers to understand health and wellbeing in the workplace.
Our Beyond Pensions report reveals that UK employers care about the financial needs of their employees and want to help alleviate their financial stress, but are not hitting the spot.
Wellbeing is high on the agenda for businesses in the UK – but half of employers don’t feel like they are dealing with mental health effectively.
Workers on lower salaries feel less comfortable talking to their employer about mental health, according to our Why BWell report. Just two in five of those earning £20,000 - £30,000 a year said they would be happy talking about mental health at work.
We've launched BWell Financially to offer bespoke strategies that improve employee financial wellbeing and productivity.