5  Identifying workplace outputs and outcomes for wellbeing

An illustration of a person pulling on a rope to move the needle of a large, multicoloured gauge.

 

To meet your overall goal for supporting workplace wellbeing, you will need to identify a number of outcomes. In other words, what you need to happen to achieve your goal. For example:

  • To reduce absence on the grounds of burnout by 25% over the next two years.
  • To have over 50% of employees participate in a wellbeing programme over the next year.
  • To ensure that 80% of employees use their full annual leave entitlement over the next year.
  • To reduce employee attrition rates by 15% over the next five years.

These outcomes are likely to involve producing a range of outputs. For example, to increase the level of employee engagement in a workplace wellbeing programme you may need to redesign the format and content of relevant workshops and webinars.

When considering outcomes and outputs, you will need to factor in the following:

  • The ‘inputs’ (resources) you have available and any limitations on these.
  • This could be in terms of finance and budget, workload, organisational expertise and attitudes, and existing policies and procedures (amongst others).
  • The assumptions behind your goals.
  • These should be based on evidence where possible, for example, existing research on burnout tells us that lessening work intensity can reduce the risk of burnout (LawCare, 2021). Therefore, we can assume that reducing work targets will help reduce levels of burnout.
  • The risks associated with your goals.
  • Proactively thinking about the challenges you may face and the impact of these will help you to address them appropriately should they arise.

 

Next, go to 5.1  Common wellbeing challenges and how to address them [Tip: hold Ctrl and click a link to open it in a new tab. (Hide tip)] .

5.1  Common wellbeing challenges and how to address them