The Crucial Choice: Proactive vs. Reactive Employee Wellbeing Initiatives
After over two decades of working in workplace wellbeing, I’ve seen firsthand the impact that both strategies can have. The evidence? It increasingly supports proactive investment as the smarter, more sustainable approach.
Here’s why:
✅ 95% of companies tracking ROI on their wellbeing programs in 2024 reported positive results (Athletechnews, 2024).
✅ A 30% reduction in absenteeism and £1.7 billion in savings are projected for UK businesses through proactive mental health interventions (Suff, 2024).
✅ Employees in companies with strong wellbeing initiatives report boosted productivity and higher engagement.
But, the real challenge lies in balancing upfront investment with long-term gains. Does your company focus on prevention or react when problems arise? 💭
If you’re wondering which approach is best, check out my latest article where I dive deep into the benefits, drawbacks, and future trends shaping employee wellbeing in the UK.
Let’s talk! How is your organisation investing in wellbeing? Proactive, reactive, or a mix of both?
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