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September 9, 2018

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Your Wellbeing Strategy - how to measure its success!

September 28, 2018


In order to know if your wellbeing strategy is giving the results you set out to achieve, you need to find a way to measure its effectiveness. So here are a few ways of measuring the success of your Wellbeing strategy.


1. Analysing absence or other HR data - Go into the reporting section of your HRIS and see what automated reports you can pull to see if your HR metrics have changed. If you happen to have an advanced HRIS that also includes a people analytics bolt on then even better as this could create an employee wellbeing dashboard that updates automatically. This will not only save time in collating the data but it will also make the information visually engaging when it comes to sharing it with senior management.


2. Surveying employees - If you have a wellbeing strategy in place then you should be creating a health & wellbeing section in your regular employee survey rounds. This is a vital way to get direct feedback on the strategy you have put in place and where there could be areas for improvement. 


3. Analysing third-party providers data - If you have a CIPD membership or perhaps access to external data sources on wellbeing, this is a great way to compare if your results are around the national average for your sized organisation. 


4. Outsourcing measurement to a third party - There is alway the option of outsourcing your raw data output to a third party consultancy that specialises in wellbeing strategies. They will be able to come back to you with an in-depth pack which includes a main overview, areas that are working well with particular demographics and also, an action plan for the next phase. 

Knowing that your wellbeing strategy is working effectively is just as important as getting your wellness priorities implemented at the very beginning of this process. It also ensures that as you progress to the next phase of its roll out you are listening to employee feedback as a guide for future development. 









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