The Importance of Communication
Effective communication is one of the most important factors in terms of success. According to Willis Towers Watson‘s outline for improving the employee experience, clear communication is listed as the first and most important step. When listing the characteristics of a supportive leader, the most important characteristic is the ability to communicate effectively. In Jon Gordon’s best selling book, “Soup: A Recipe to Nourish Your Team and Culture,” he explains that motivation is the most powerful emotion that employees can bring to work. You’ve probably already guessed, but he states that the first step in motivating employees is frequent and thorough communication.
There is a clear trend here. No matter what your organization’s goals may be, communication is the key to achieving them. The same goes for your wellness goals. However, to communicate your wellness goals with purpose and power, you must truly understand what is driving your wellness goals and know who you are communicating your wellness goals with.
Stakeholders in Wellness Communication
As explained in a recent WELCOA article, there are three main stakeholders you need to communicate with in order to uncover their drivers, goals, and values. From there, you will be able to more effectively communicate your wellness goals and begin weaving your wellness initiatives into every aspect of your organization.
1. Leadership: Managers and other team leaders account for 70% of the variance in employee engagement scores, according to this Gallup survey. Start by surveying your leaders for wellness support and get a better understanding of what you can do to help your leaders get to the desired level of support for your wellness initiatives. WELCOA offers a leadership survey as a free resource that would be a great place to start!
2. Employees: For employees to respond to and engage with your wellness program, you need to figure out what your employees value and their needs and wants in terms of wellness. WELOCA offers a survey that you can distribute to employees or use as a basis for a focus group. Once you have an idea about what your employees’ core values, motivators, and lifestyle goals are, then you can work on creating a culture and communication strategy that better support them.
3. Yourself: This is a step that many people forget about, but it is important to reflect on why exactly you have set your organization’s specific wellness goals. Ask yourself why it is important that you improve the health and well-being of your employees. When you have a clear, meaningful grasp on your purpose and goals, you will be better able to communication your purpose and goals with others.
For more information on this topic and for a list of helpful resources, visit WELCOA!