Employee Wellbeing Program Management Guide

1. Program Introduction & Benefits

This 12-month Employee Wellbeing Program is a holistic, evidence-based initiative designed to systematically increase the overall wellbeing score in the employee engagement survey to above 4.2 out of 5. It synthesizes proven psychological frameworks—including Wellbeing Integrated Learning Design (WILD), PERMA(H), and the Mentally Healthy Workplaces Framework—into a structured journey. The program moves from foundational awareness through skill-building and behavioral change to full integration, targeting the individual, relational, and organizational dimensions of wellbeing.

Strategic Benefits for Employees:

• Enhanced Personal Resilience & Fulfillment: Employees will develop practical skills grounded in Positive Psychology (PERMA(H)) and Self-Determination Theory, leading to improved management of stress, greater emotional regulation, and a stronger sense of autonomy, competence, and relatedness in their work.
• Improved Work Design & Control: Through the application of the S.M.A.R.T. Work Design model, employees will gain tools to collaboratively shape their roles, manage job demands, and increase psychological safety, directly countering feelings of burnout and role ambiguity.
• Strengthened Relationships & Support Networks: The program actively fosters a more connected and supportive culture through structured community-building practices (Community of Inquiry, circle practices), reducing feelings of isolation and creating reliable channels for peer and organizational support.
• Clear Pathways for Growth & Support: By integrating Hope Theory and action planning, employees will be equipped to set meaningful wellbeing goals, identify early signs of struggle, and access clear recovery resources, empowering proactive management of their mental health.
• Tangible Impact on Work Experience: Participation is linked to measurable outcomes such as reduced absenteeism, increased retention, and stable or improved productivity, contributing to a more sustainable and positive overall work environment.

2. Program Expansion Strategy

Evaluation: The primary goal is to increase a quantitative wellbeing score across the entire employee population. While this is not exclusively a Mentorship or Coaching program, a supplemental Peer Support Coaching layer would significantly enhance outcomes by providing personalized, real-time application of program principles.

Value Addition: A structured peer coaching component directly addresses key audience challenges:

• High Job Demands & Burnout: Peer coaches can provide accountability and tailored strategies for applying work design and resilience tools to an individual's specific context.
• Isolation & Weak Relationships: It formalizes supportive, confidential one-on-one relationships, building social connection and psychological safety.
• Limited Autonomy: The coaching relationship itself is an exercise in supportive autonomy, modeling and reinforcing the program's core principles.

Implementation Note: Implement a voluntary, opt-in peer coaching circle model in Month 4, after baseline assessment and initial core training. Pair employees based on complementary strengths or shared challenges (not within direct reporting lines). Provide a lightweight training module on active listening, goal-setting (using Hope Theory), and maintaining confidentiality. Facilitate bi-monthly check-ins and provide a simple digital space for pairs to track conversations and progress.

3. Implementation Roadmap

Launch Phase (Months 0-1)

• $render`✓` Secure executive sponsorship and communicate leadership commitment.
• $render`✓` Form a cross-functional wellbeing steering committee.
• $render`✓` Finalize program branding, core messaging, and launch calendar.
• $render`✓` Configure all selected technology platforms (LMS, Social Network, Survey tools).
• $render`✓` Train managers and program champions on the framework and their role.
• $render`✓` Launch a pre-program communication campaign highlighting benefits and timeline.

Tracking & Operations (Months 2-11)

• Monthly: Steering committee reviews participation dashboards, pulse survey trends, and forum activity. Address any emerging barriers.
• Bi-Monthly: Release new content modules and host live virtual sessions (e.g., expert talks, guided practice circles).
• Quarterly: Conduct deeper analysis of KPI progress against milestones. Share success stories and thematic insights organization-wide.
• Ongoing: Monitor the internal social network community, with champions facilitating discussions and recognizing participation.

Success Measurement

• Quantitative KPIs:
  • Core Wellbeing Score: Achieve >4.2/5 in the Month 12 engagement survey. Target a +0.5 point uplift from the Month 3 baseline at the mid-point (Month 9).
  • Engagement: Secure 80%+ participation in baseline/final surveys and 70%+ completion of core training modules.
  • Behavioral Change: 70% of participants report weekly adoption of a wellbeing practice (tracked via LMS check-ins or app logs).
  • Organizational Impact: Track correlated reductions in absenteeism (target 10-15%) and voluntary turnover.
• Qualitative Feedback Mechanisms:
  • Pulse Surveys: Deploy short surveys after each module for immediate feedback.
  • Focus Groups: Conduct sessions at Month 6 and Month 9 to explore lived experience, obstacles, and cultural shifts.
  • Testimonial Collection: Systematically gather and share participant stories on perceived impact.
  • Net Promoter Score (NPS): Measure likelihood to recommend the program to a colleague, targeting a score >70.

4. Approved Tools List

• LMS (Learning Management System): Primary Tool. This is non-negotiable for delivering the structured, sequential curriculum derived from the WILD and PERMA(H) frameworks. It will host training modules, track completion (critical for the 70% milestone), house reflective journals, and deliver assessments.
• Internal Social Network: Essential Support Tool. Critical for fostering the "Relationships and Organizational Culture" pillar. It will host Community of Inquiry discussions, peer support groups, allow champions to share resources, and build a visible, engaged wellbeing community, directly combating isolation.
• Personality Test (Wellbeing/Resilience Focused): Optional Supplemental Tool. A validated wellbeing or resilience assessment (aligned with tools like Guarding Minds) can be integrated at the start of Modules 1 (Self-Awareness) to provide personalized baselines and enhance reflective practice. It should not replace the core engagement survey.

Justification: An ERG Program Software is too narrow, and Onboarding/Mentorship/Coaching platforms are not the primary delivery mechanism for this population-wide, curriculum-based program. The LMS provides the necessary structure, while the Internal Social Network enables the relational and cultural components vital for sustained change.

5. Resource & Content Library

General Program Content

Module 1: Self-Awareness & Personal Resilience (Months 1-3)

• Video: "The Science of Wellbeing: Introduction to PERMA(H) and SDT"
• Interactive Guide: "Mapping Your Current State: A Reflective Workbook"
• Article Series: "Building Resilience: Practices from Broaden-and-Build Theory"
• Audio Exercises: "Five-Minute Grounding and Mindfulness Techniques"
• LMS Activity: "Identifying Your Core Values and Strengths"

Module 2: Work Design & Harm Minimization (Months 4-6)

• Video Workshop: "Applying the S.M.A.R.T. Work Design Model to Your Role"
• Toolkit: "Job Crafting Guide: Increasing Agency, Mastery, and Stimulation"
• Assessment: "Psychological Safety & Job Demands Self-Check (Guarding Minds inspired)"
• Template: "Collaborative Meeting Agenda for Discussing Workload with Your Manager"

Module 3: Relationships & Organizational Culture (Months 7-9)

• Guide: "Building a Community of Inquiry in Your Team"
• Video: "The Art of Active Listening and Psychological Safety"
• Facilitator's Guide: "Hosting Wellbeing Circle Practices"
• Case Studies: "How Leadership Actions Foster (or Hinder) Wellbeing"

Module 4: Action Planning & Sustained Growth (Months 10-12)

• Template: "Personal Wellbeing Action Plan (Integrating Hope Theory Goal-Setting)"
• Resource Directory: "How and When to Seek Support: Internal and External Resources"
• Guide: "Creating Your Personal Recovery & 'Return-to-Thrive' Protocol"
• Video: "Sustaining Change: Embedding Wellbeing into Your Daily Rituals"

Supplemental Mentoring Content Table

To support the optional Peer Support Coaching layer, the following skill-based content would be provided to participating pairs:

Skill Area	Content for Peer Coaches	Content for Coachees
Foundation	Guide: "The Role of a Peer Coach: Boundaries & Confidentiality"	Article: "How to Get the Most from a Peer Coaching Relationship"
Active Listening	Video & Exercise: "Listening to Understand, Not to Respond"	Checklist: "Preparing for a Coaching Conversation"
Giving Feedback	Framework: "The SBI Model (Situation-Behavior-Impact) for Supportive Feedback"	Guide: "How to Receive Feedback Effectively"
Goal Setting	Worksheet: "Using Hope Theory to Guide SMART Wellbeing Goal Conversations"	Template: "My Wellbeing Goal Canvas"
Maintaining Momentum	Cheat Sheet: "Powerful Questions to Encourage Reflection"	Reflection Journal Template: "Tracking My Progress and Insights"