Webinar: Implementing a Health & Wellbeing Maturity Matrix – One Size Doesn’t Fit All
At 2pm on Thursday 9th November, Simon Long-bottom, Geraldine Brammer and Robert Cheeseman hosted the latest HCLG webinar. They explained how they implemented a health and wellbeing maturity matrix in Balfour Beatty, and how this could be adapted to any organisation.
So what is a health and wellbeing maturity matrix?
It is a self-assessment tool designed to help individuals improve their understanding of occupational health and wellbeing, take ownership of their own development journey, and take tangible steps forward to better protect themselves and others at work.
Robert and Geraldine explained that the whole process was a learning curve, and it took a lot of effort to ensure it was successfully implemented, however 3 years down the line, they now have clear evidence that it has had a positive impact on the overall health and wellbeing of their workforce. As such, they are keen to share their learnings with the wider industry so that everyone can benefit.
Top Tips for Implementing a Health & Wellbeing Maturity Matrix:
1. Set clear objectives based on your vision.
2. Decide who you want to influence.
3. Decide on your focus areas, and the overall structure of your maturity matrix.
4. Decide what you are going to measure and what good looks like.
5. Maintain a degree of flexibility and understand that not all ‘wins’ can be measured.
6. Get buy in from the top-down and ensure it aligns with existing business strategies.
7. Engage comms early to ensure a smooth launch – choose your launch date carefully.
8. Select ‘champions’ who can help create a ‘buzz’ around it & share the passion for it.
9. Empower staff to complete their assessment themselves & set their own benchmarks.
10. Remind staff that this is a development exercise and not a race to the finish – encourage them to identify their own areas for improvement and understand how they can support others.
11. Remember that this is not a one-time assessment, staff should be encouraged to review their responses every quarter so they can see their progress.
12. Encouragement is key - If you ‘police’ it too closely, people become disengaged.
13. Ensure there are regular ongoing comms in place.
14. Continue to measure success and review with your senior leadership team.
