Five Ways to Boost Manager Support for Workplace Wellness

August 6, 2015


When it comes to implementing any sort of program at your workplace, there can be many challenges. This is true of performance review systems, payroll changes, time off policies, and even well-being initiatives; however, as leaders, we know change is necessary if we want to continue to grow and be effective.

Change is our opportunity to grow, learn, and develop new ways of doing business and engaging with new customers. And it takes time and support from within the walls of your organization. You could invest a bunch of money, have the best partners, and work your hardest, and still have your programs and initiatives fall flat.

When it comes to support for well-being initiatives, one central element that we must not forget is to engage our managers and key leaders in not only the communication, but also the development of the program.

How can you boost manager support for your firm’s workplace wellness programs? Here are a few ideas of how our customers have been successful:

  1. Engage your leaders in a focus group before (and throughout) launching your health and well-being program. Gather their thoughts so you can incorporate them as you build it out.  They have their ears to the ground and can tell you what will likely work versus what will not.

  2. Develop a branded communication strategy and have a group of leaders help pick the logo, colors, and communication methods that you will use. When they see it in use, they will have a sense of pride and contribution, and will likely brag about it to others.

  3. Pilot initiatives with leadership to see how they could be successful with the larger population. This will help managers feel heard and also feel that they got an exclusive look at the program before anyone else.

  4. Provide incentive for managers and even create competition between groups. If you’re like us FirstPeeps, you and your team probably love to compete…and win!

  5. Lastly, and most importantly, create accountability. Tie communication and support of the initiative to their performance review. Work with them to set goals to talk about the events in team meetings, participate in activities themselves, and be champions to others. We expect this in other areas of their manager responsibilities; is health and wellness any different

Every organization is different, and there is no one size fits all when it comes to making well-being programs a success. Your leaders can be your best support or your loudest naysayer. Having a proactive strategy will help to make sure you have cheerleaders.

Click here to learn more about the building blocks of a successful wellness program.


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