As many of us settle back to a work routine, now is a great time to set some health and wellbeing goals.  While the beginning of the year is usually the time people set goals, there is no hard and fast rule that says this is the only time they can be set.

Goal setting can be done at any time and a perfect time is when there is a change in circumstances.

When done properly, setting goals – both personal and professional – can be hugely beneficial. However, they need to be SMART, achievable. Unrealistic goals only add stress to your life.

In this blog, we look at how setting goals can benefit business and personal development.

Encouraging Health and Wellbeing Goals

The benefits of supporting colleagues to improve their health and wellbeing is something we at Tudor Rose talk about a lot.

One of the best ways to do this is to work with colleagues to set goals related to their health and wellbeing.

You could even offer wellbeing training which will encourage your colleagues to prioritise their health and wellbeing.

Getting Started

Once the decision has been made by senior leaders to embrace wellbeing learning goals, the decision needs to be made as to whether it will be done ‘in house’ or whether to adopt a strategy of partnering with an organisation that does wellness well, in their efforts to lead by example.

Another strategy would be to promote existing learning and development priorities with wellbeing.

Managers could also encourage their staff by taking time in the normal line management activity, to get to know the individuals and their motivations.

As part of performance reviews, managers could get employees to draw up their own vitality wheel. They can then identify their own priorities to focus on improving. Personal wellbeing goals that can benefit learning and development goals – examples could include improved sleep and improved concentration. Managers could also prompt discussion around what is their why.

By linking back to the employees ‘why’, and their priorities, managers will be able to support their team members to find their own solutions. The organisation can lead by example with a supportive, encouraging environment and culture and provide positive experiences such as sharing stories and testimonials.

Next steps for health and wellbeing goals setting

Employees benefit from seeing their managers give them permission. Say that it is okay to walk at lunch or attend a company yoga class for example.  Where managers lead, employees are more likely to follow. Managers are the ones who can set the right conditions. No working late, lunch and rest breaks encouraged. Eating at the desk discouraged. Letting work priorities and environments allow this.

Many organisations are already embracing the change. In the haulage arena, society has prompted a change to think about a personal relationship to wellbeing. There are fewer ‘greasy spoon’ cafes, they now offer healthy choices. Opening times of site restaurants need to match working hours. Especially so in hospitals so that vending machine unhealthy options are not the only option at unsocial hours. Wellness here will have an impact on performance, therefore, learning goals too.

Managers and leaders should make opportunities to find out about any hidden barriers that employees may have in their motivation to have wellbeing goals. If these are not addressed or allowed for, it will be difficult for them to link to any learning goals.

Images shows the back of two men in suits walking in a park

Leading by example

Employers need to be leading in this area “where decisions regarding the purchase of well-being benefits are primarily influenced by budgetary constraints, organisations are more likely to report no achievements (33%), compared with those that prioritise alignment with the organisation’s health and well-being strategy (8% of this latter group report no achievements)” Health and Wellbeing at Work – CIPD

For employers to encourage wellbeing goals with their employees, evidence needs to support the effort. Such as where employees are engaged in their work, they are also more likely to participate in wellness programmes. Such evidence also needs to make an emotional connection to effect change. Evaluate, yes but then speak the results to the heart.

All these strategies are carrots, not sticks. They then need to be sustainable. This could be done through having a wellness buddy program and accountability partners.

How Tudor Rose Can Help

Our workplace wellbeing workshops use real life stories when showing ways in which managers and leaders could encourage employees. We will look at what is being done right which includes digging a little deeper, then build on this to develop an organisation action plan. It is not about what you learn, but about the action, you take as a result.

Take a look at our services and workplace wellbeing workshop.