Evaluating your programme

Ask anyone in charge of a wellbeing programme how they measure success and they will all tell a similar story - that it's not easy and certainly not a quick process.

It can take a number of years before you really have the evidence that you need to clearly show the return on investment such as reduced sickness absence, a reduction in health related claims and an increase in staff retention.

Recording participation rates is really important data to keep track of how many employees have engaged in the wellbeing programme and the impact that the programme is having across the business. This data can also be used to set annual targets for participation rates in following years.

Asking team managers to collect wellbeing programme feedback during employee one to ones will help gather important engagement information. This will also encourage the team leader to play a more active part in taking on responsibilities for the continuous improvement of the programme.

Download this PDF [207KB] to see an example of a post-event survey for a resilience initiative.

Surveying employees who have participated in wellbeing initiatives or asking them at team meetings are also great ways to find out what they liked, disliked and what they would like to see in the future. 

Here are some tips regarding shorter term key performance indicators that may prove useful in identifying whether you are on the right tracks over the first few years of your wellbeing programme.

1) The number of employee touch points, such as team meetings, hits on intranet pages etc.

2) Successes with local or national wellbeing awards such as:

3) Including general wellbeing related questions in the annual employee survey will help you sense check progress year on year.