November was a truly special month for Trainect, a month dedicated to training , discovery and experimentation dedicated entirely to HR professionals.
Our three-day event " How to design a Wellbeing strategy" has in fact concluded: a very practical and completely free workshop in which to design an organizational wellbeing strategy together.
Within this article you will be able to retrace the fundamental stages of the workshop and download the free template that can be used to design your Wellbeing strategy.
Why was this Workshop born?
One of the pieces of feedback we receive most often is that Wellbeing is not a company priority . But while there is this belief, the numbers tell us something completely different! In fact, according to research we conducted on Italian workers:
- 67% report a higher level of stress
- 76% think that the company should take care of their well-being.
So we thought: how could we help HR and those who deal with people within the organization to have greater awareness of the importance of introducing well-being practices? But not only that: how can we build a Wellbeing strategy that is truly effective and not just wellbeing washing ?
In fact, without clear planning there will only be sporadic actions which will be costly in terms of time and money, without producing concrete results.
This is how this Workshop was born: three days of training and planning in which we actively interacted with professionals in the sector to build an effective , measurable and applicable strategy from day 0!
But let's see in more detail what happened during the three days.
First day - Let's get inspired!
On the first day we addressed the topic of corporate culture: how to foster an environment attentive to the well-being of its people and how important measurement is when designing strategies. Here are the takeaways from our guests: Eleonora Valè - The dark side of wellbeing
The elements to take into consideration when designing a Wellbeing strategy are:
👉 People's real needs (listen!)
👉 Wellbeing practices must be consistent with the corporate culture (especially the younger generations expect consistency and transparency!)
👉The responsibility for corporate well-being lies in the hands of leaders, HR but also people individually
👉 We need to plan clear and impactful parallel communication , without overloading
👉We need to make sure we create an environment where psychological safety can proliferate
Alberto Ronco - Wellbeing is not a priority
Wellbeing and its inclusion in corporate culture can really be the solution to some business problems , such as:
👉Decrease in productivity
👉Decrease in motivation
👉 Increased turnover
👉Low levels of team building
Matteo Sola - OKR Wellbeing: measuring well-being
The OKR methodology helps to shift attention from objectives to results and with a view to well-being we can ask ourselves some preliminary questions for each design:
👉What do we want to happen?
👉What change do we want to observe?
👉What impact do we want to achieve?
👉What need do we want to solve?
An example of an OKR linked to well-being could concern the improvement of work-life balance, with the consequent measurement of extra hours worked.
Were you unable to attend or would you like to review one of the speeches in full?
Second day - Let's get to the heart of things!
During the second day of the Workshop we were able to listen to the testimony of those who deal with Wellbeing and organizational transformation every day , and then get to the heart of the practical work through group work.
Alice Giacomelli , Wellbeing Senior Specialist at Deloitte showed us the 4 steps through which they created a Wellbeing strategy in her company:
👉ASSESS : carries out an analysis of the current level of well-being
👉PLAN : develop the project and choose methodologies and tools
👉IMPLEMENTATION : look for the best suppliers for your goals
👉 COMMUNICATE : effectively communicate the start of the project to your people
Francesca Quaratino , Partner of Kopernicana, guided us in a very interesting reflection on the importance of recovering time to really act on our well-being.
Here are the main points:
☝️When it comes to people it is essential not to improvise;
🤝We need to rewrite the rules of collaboration to redesign our organizations.
This day then saw all the participants involved through group work together with our HR & Wellbeing Specialist Alice Manzoni . The objective of the work was to complete a template, which you can download here , which would help in the creation of a Wellbeing strategy that can be used from day 0.
If you want to retrieve the testimonies, you can find the link to the DAY 2 recording here
Third day - Retrospective and celebration!
The last day ended with the testimony of Giovanni Mocchi , Vice President of Zucchetti, our partner company, who told us the three pillars of his company's Wellbeing strategy:
👉 Design and share an inclusive Purpose;
👉 Experiment with flexibility in new ways of working even remotely;
👉 Develop the ability to listen to different needs.
Together with Alice we reviewed the instructions to complete the template .
They were three days truly full of interesting and useful ideas and testimonies. For this reason we would like to thank all the people who actively participated or even just listened or left feedback.
Wellbeing and attention to people's well-being will become an increasingly central asset and will determine the sustainability of our organizations, which is why sharing knowledge and experience is essential to building together a well-being that is shared, responsible and circular.