Your organization, vision and team are unique.
Through our approach, we ensure that we preserve the unique character of your organization and at the same time strengthen the foundation on which you build, your people.
We do this based on
7 Wellbeing pillars
Incorporated company culture and values
The ABC of happiness at work: autonomy, involvement and competences
Mental well-being
Strong leadership
Growth perspectives
Physical health
Positive connection
A roadmap tailored to your company.
Define a wellbeing strategy
Together we determine which of the 7 Wellbeing pillars your organization wants to focus on to make a difference.
Where do you want to be the best at?
In which pillar does your organization want to achieve a top 3 position in its market?
How does your organization want to achieve this?
This phase includes both defining the strategy and determining the goals and timings to be achieved. Before proceeding in the process, it is necessary that it is validated and endorsed by the entire management.
Stakeholders • Management
Development of Change Program
Based on an AS IS analysis, we determine together which steps must be taken to achieve the goals – the TO BE situation. This means:
Achieving the minimum desired level for all seven Wellbeing pillars
Drawing up the trajectory to dominate the market with the pillar in which you want to excel as a company
Drawing up the trajectory to become one of the best in the market in the area in which you want to differentiate yourself
Determining the timings to reach the desired levels
For each of these initiatives, we determine the scope, the budget, the stakeholders, the way in which we involve the internal organization and the timing.
Stakeholders • Management, Operations, HR
Launch Communication & Engagement Program
Together we determine which initiatives need to be taken to involve the internal organization in the further elaboration and implementation of your plan through:
Inspiration sessions
Surveys
Workshops
Internal communication
Recruitment and activation of ambassadors
In this way we ensure that the initiatives you undertake are supported by the organization and immediately have a positive effect on the engagement of your employees.
Stakeholders • Marketing/Communication, HR, Operations
Translating strategy into core competencies, leadership style and behaviour of employees
In order to embed the wellbeing strategy in the long term, it is necessary to translate your strategic choices into core competencies, leadership style and desired behaviour of your employees.
This way you make clear to your employees and managers what you expect of them in the future to fulfil their crucial role in the realisation of your wellbeing strategy. We also embed this in your employer branding approach.
Stakeholders • Marketing/Communication, HR, Operations
Review internal (HR) processes
Now it is time to review all key processes to embed the objectives of the wellbeing strategy:
Approach to career paths
Feedback and evaluation processes
Telework policies and charter
Terms of employment & regulations
Preparation of HR budget
…
In this way we guarantee that the wellbeing strategy becomes an integral part of the operational processes, today and tomorrow. This will allow you to keep the promises that you make as an organization to your employees.
Stakeholders • HR
Intensive training and coaching of executives
The long-term success of the strategy is determined for a large part by the managers in your organization. Their behaviour, their way of acting, both internally and externally, should ‘breathe’ your wellbeing policy in all circumstances. Only then will the policy be recognized as authentic, supported and valuable.
To achieve this, we put together a training and coaching plan to guide your managers in taking up their role as guardians of your strategy in the future.
Stakeholders • HR, Operations
Structural evaluation of new initiatives
Together with management and based on the experiences during the process, we determine how future new wellbeing initiatives will be determined so as to embed the focus on employee wellbeing for the long-term. In addition, we also establish the framework within which new initiatives will be evaluated and we work out a standard plan for implementation so that your organization can work with it in the future.
Stakeholders • Management, HR, Operations
Depending on the extent to which wellbeing is already being experienced in your organization today and your goals in terms of timing and budgets, we determine which parts of our roadmap require the most attention, which quick wins we can realize and how we can convert this into a change program that is adapted to the capacity, resilience and context of your organization.
The implementation of wellbeing starts with ensuring the right balance between improvement – the goals of your program – and change – the consequences of the change for your organization – so that you can maximize its benefits.
This is what you can count on us for.