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Creating an Investable Wellbeing Strategy
Wellbeing Leaders
December 12, 2024
"Clients do not come first. Employees come first. If you take care of your employees, they will take care of your clients."
In Today’s Issue:
Award Winning News!
Why Wellbeing Leaders Need to Speak Finance
How to Showcase Your Strategy
Practical tip for….
Kicking off with gratitude for our amazing community who recently won ‘Mental Health Advocates of the Year’... by virtue of you being in our newsletter community, this belongs to you too!
Thank YOU for all your support and for your hard work in making workplaces healthier and happier!
Why Wellbeing Leaders Need to Speak Finance
Wellbeing programs are no longer about yoga classes and fruit bowls—they’re serious business. But if you want your initiatives to be taken seriously by decision-makers, you’ve got to bring the numbers. Understanding metrics like Return on Investment (ROI), Internal Rate of Return (IRR), and Payback Period can transform your well-being pitch from “it feels right” to “it pays off”.
This point was made loud and clear by Luca Rossi, a finance expert who joined us for our last Wellbeing Leaders Mastermind session. Luca emphasized the importance of speaking the language of the boardroom and using financial metrics to demonstrate the true value of wellbeing initiatives.
Why These Metrics Matter
ROI: How much does the organization get back for every dollar spent? Deloitte’s research shows mental health initiatives can deliver an ROI of up to $4 for every $1 invested. That’s a return that’ll make even the toughest CFO smile.
IRR: This measures the profitability of an initiative over time. Programs that improve retention often have a stellar IRR—especially when replacing an employee can cost 50% to 200% of their salary (Gallup).
Payback Period: How soon will the investment pay for itself? Wellbeing initiatives that cut absenteeism or burnout often show a payback period of less than a year, making them a smart, quick-win investment
The Bigger Picture
Linking well-being to financial outcomes isn’t just about ticking a box; it’s about showing leadership that well-being equals business success. For example:
How You Can Lead the Conversation
Get the numbers right: Work with your finance team to calculate potential savings, from reduced absenteeism to lower recruitment costs.
Use benchmarks: Mercer research shows employee health programs can reduce healthcare costs by 25% in the long term.
Frame the cost of inaction: What’s the price of doing nothing? Highlighting these risks can be even more persuasive than the benefits alone.
As Luca pointed out in our last session, understanding these metrics doesn’t just help sell your ideas—it elevates your role as a strategic partner in driving organizational success.
Let’s ensure your next proposal speaks both heart and wallet!
Member Quote from the session:
“Investing in workplace wellbeing isn’t just a moral imperative but a strategic opportunity to unlock measurable financial value”
How to Showcase Your Strategy
Crafting a wellbeing strategy that truly resonates with leadership requires more than just a list of ideas; it’s about aligning wellbeing initiatives with core business objectives.
An investable strategy clearly demonstrates the value of investing in the employee experience while addressing the organization's unique challenges. By following these key components, you’ll create a pitch that connects the dots between wellbeing and business success, helping leaders see the immediate and long-term benefits. Here’s how to structure your pitch for maximum impact:
Company Overview
Set the stage by briefly presenting your organization’s culture, goals, and unique environment. This overview helps stakeholders connect your wellbeing strategy to the company’s vision.
The Problem
Identify specific challenges affecting employee wellbeing—whether high turnover, absenteeism, or decreased productivity. Show how these problems impact both people and the business.
Identifying Root Causes
Dive deeper to uncover the real reasons behind these issues, such as high stress levels, lack of flexibility, or inadequate health resources for example.
Key Organizational Levers & Proposed Solutions
Leverage your organization’s core values to propose relevant solutions. Consider linking “Accountability” to measurable wellbeing goals, or “Respect” to more flexible policies.
Proof These Solutions Work
Reference successful case studies or metrics from similar initiatives. Evidence builds confidence in your approach and demonstrates ROI potential.
Roadmap
Outline a realistic timeline. For example, begin with a pilot program, scale based on results, and measure impact quarterly to show continued progress.
Practical Tip: Align each element of your wellbeing proposal with one of your organization’s strategic goals. This makes your pitch not just relevant but essential to achieving broader objectives.
Join Us Next in January!
Don’t miss our next live mastermind session, where we’ll dive deep into another important topic to move workplace wellbeing forwards. These interactive sessions are designed to spark new ideas and actionable strategies. Plus you’ll meet some awesome people!
29th January 9:30-11:30am
GEMS Metropole School, Motor City, Dubai
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Keeping wellbeing leaders, well.
Sam & Charlotte