Getting the most out of your vitality plan: 10 questions that will take you further 💡

1. What does vitality really mean to your employees? 🏃

You may have come up with a great plan, but does it really align with what your employees need? It is crucial to start by listening. For example, organise an informal lunch where employees can share their views on what vitality means to them. If you get this right, you will gain valuable insights that will not only strengthen your plan, but also increase support. This creates engagement from the start, which is an essential element for success.

2. How do you make vitality part of your culture? 🌱

A vitality initiative can only be successful if it becomes part of the culture. Are your leaders and managers actively involved? Vitality should be more than just a project; it should become a natural habit. Imagine starting every team meeting with a short ‘vitality moment’, such as a breathing exercise or a short energiser. That way, you send the signal that wellbeing is not an afterthought, but something the whole organisation supports.

3. Do your HR policies support employee wellbeing? 📋

Take some time to review your policies: how do you support flexible working arrangements, mental health and physical fitness? Imagine if your employees could opt for a monthly ‘vital day’ when they are free to exercise, relax or do something that contributes to their wellbeing. Something as simple as including wellbeing in the leave policy can already make a huge difference to your team's wellbeing.

4. Is your workplace set up for vitality? 🏢

Do your employees have access to an environment in which they feel comfortable? Sometimes small adjustments, such as ergonomic chairs or a few plants in the office, can work wonders. Why not start with a brainstorming session where employees can come up with ideas on how to improve their workplace? Improving the physical environment can have a huge impact on day-to-day well-being.

5. How do you support your team's mental well-being? 🧠

Mental well-being is often the invisible link in a vitality initiative. Setting up confidential meetings with coaches or organising mindfulness sessions can go a long way. Imagine introducing a ‘mental break’: a weekly, set time when employees are allowed to take a break from their tasks, for example with a walk or meditation session. A mentally rested team is an energetic team.

6.Does your policy help employees achieve work-life balance? ⚖️

Everyone knows how important a good work-life balance is. But how do you facilitate that as an HR manager? One option could be to introduce flexible start and end times, for example, so that employees can align their working hours with their private lives. Also consider offering workshops on time management and setting healthy boundaries. That way, you give your employees not only the tools, but also the space to really achieve that balance.

7. How do you connect employees with each other? 🤝

Make sure your vitality initiative is not only about individual activities, but also about cooperation and connection. Organising team outings or sports events can help bring employees closer together. A fun idea, for example, could be a ‘vitality challenge’, where employees work in teams to live a healthier life. Working together on vitality not only ensures better results, but also strengthens team spirit.

8. How do you use technology for vitality? 📲

There are so many technological solutions available that can help promote vitality. From apps that encourage exercise to online training for mental health, the possibilities are endless. Imagine giving your employees access to a platform where they can track their progress, get tips and even participate in virtual challenges. Technology can be a great way to make vitality accessible and measurable.

9. How do you ensure continuous improvement of your plan? 🔄

A vitality initiative is not a ‘set and forget’ process. It requires continuous evaluation and adjustments. By conducting regular surveys and feedback sessions, you will gain insight into what works and what could be improved. You might discover that employees need more relaxation opportunities or sporting challenges. Always be open to change and adjust where necessary to ensure the success of your plan.

10. How do you celebrate the successes of your vitality initiative? 🎉

Have you thought about how you celebrate successes? It is important to reflect on the steps employees are taking towards a healthier and more vital life. For example, you could nominate a ‘vitality hero’ every month and highlight this person during a team meeting. By sharing success stories, you inspire others to actively participate as well and create a culture where vitality is valued and celebrated. By asking these questions and taking action on them, you can create a vitality initiative that will not only impact the health of your employees, but also productivity, engagement and satisfaction within your organisation.