11.1 Corporate Governance Stewardship (Employee Happiness’ Strategies)

According to the related articles published with the McKinsey’s Organizational Health Index, the dynamic deployment of talent is becoming a competitive advantage. Corporate wellness is a manifestation of the good governance of an organization in providing a thriving workplace for employees to sustain its competitive advantage. Good governance that builds corporate wellness, therefore, involves developing an appropriate culture with policies that underpin the delivery of strong performance and sustainable prosperity. At the core of promoting corporate wellness, some of the corporate policies may involve:

• Employee Engagement and Welfare Committee: A dedicated team / Dedicated resources that is / are assigned for implementing wellness initiatives and addressing employee concerns. Schedule periodic reviews of wellness initiatives to assess their effectiveness and make necessary adjustments based on employee feedback and changing needs.
• Internal Communication Mechanisms: Implementation of formal and informal channels, such as regular meetings / catch ups, to facilitate open dialogue between management and employees.
• Employee Representation in Management Meetings: Inclusion of employee representatives to ensure diverse perspectives are considered in decision-making processes.
• Surveys and Focus Groups: Conducting surveys or focus groups as pulse survey to evaluate employee work experience and to gather employee feedback and insights for improving workplace conditions and wellness programs.
• Clear Policies and Strategies: Development of transparent policies and strategies related to Diversity, Equity, and Inclusion (DEI) as well as Sustainable Development Goals (SDGs)
• Recognition and Reward Systems: Establish transparent and fair mechanisms to recognize and reward employees for their contributions, fostering a positive workplace culture.
• Career Development Initiatives: Offer training and development opportunities that empower employees to grow professionally and personally, enhancing job satisfaction and retention.
• Family Friendly Initiatives: Implement flexible working options, such as remote work or adjusted hours, to support work-life balance.

11.2 Employees’ Wellbeing Initiatives

Wellbeing initiatives are categorized into three major areas: physical, mental and social welling.

I. Physical Welling Initiatives

• These are programs which aim at promoting physical health and fitness among employees.
• Examples:
  1. On-site Fitness Facilities: Provide a gymnasium or fitness center at the workplace at the workplace for employees to use during breaks or after work. Or provision of Fitness Membership Sponsorship.
  2. Fitness Challenges: Organize company-wide competitions (e.g., step challenges, sport day) with incentives for participation and achievement.
  3. Health Screenings: Offer regular health screenings and assessments to help employees monitor their health metrics (e.g., blood pressure, cholesterol levels)
  4. Healthy Eating Initiatives: Provide nutritious snacks in break rooms and partner with local vendors to offer healthy meal options.

II. Mental Welling Initiatives

• These are programs which are designed to support employees’ mental health and emotional resilience.
• Examples:
  1. Employee Assistance Programs (EAPs): Offer confidential counseling services for employees facing personal or work-related challenges.
  2. Mindfulness and Stress Reduction Workshops: Conduct sessions that teach mindfulness techniques, meditation, and stress management strategies.
  3. Mental Health Days: Allow employees to take additional paid time off specifically for mental health reasons, separate from sick leave.
  4. Mental Health Resources: Provide access to online resources, articles, and apps focused on mental health and wellbeing.

III. Social Welling Initiatives

• These are programs which are designed to support employees’ mental health and emotional resilience.
• Examples:
  1. Team-Building Activities: Organize regular team outings, retreats, or workshops to strengthen relationships among colleagues.
  2. Employee Resource Groups (ERGs): Establish groups focused on shared identities or interests, providing support and community for diverse employees.
  3. Volunteer Opportunities: Encourage employees to participate in community service projects together, fostering teamwork and a sense of purpose.
  4. Social Events: Host regular social gatherings, such as happy hours, potlucks, or holiday parties, to promote a positive workplace culture.

11.3 Organizational Culture Development & Digital Transformation

Organizational Culture Development (OCD) refers to the systematic process of improving an organization’s capability through the alignment of strategy, structure, people, and processes. It focuses on enhancing organizational effectiveness and fostering a culture of continuous improvement. Digital Transformation involves integrating digital technologies into all areas of an organization, fundamentally changing how it operates and delivers value to customers. Together, OCD and digital transformation aim to create agile, innovative, and adaptive organizations that can thrive in a rapidly changing business environment.

Examples:

• Change Management Training: Implement training programs to equip employees with the skills to manage and adapt to change effectively.
• Digital Skills Training: Provide training to enhance employees’ digital skills, ensuring they are equipped to leverage new technologies.
• Leadership Development Programs: Create programs to develop leaders who can drive change and foster an innovative culture. Offer mentorship and coaching for emerging leaders.
• Cross-Departmental Collaboration Initiatives: Promote collaboration across departments to break down silos and encourage knowledge sharing.
• Technology Integration and Upgrades: Invest in modern technologies and use digital tools, AI that streamline processes and enhance productivity, services improvement.
• Cultural Transformation Programs: Foster a culture that embraces innovation, agility, and continuous learning. Launch initiatives that encourage experimentation and risk-taking, such as innovation labs or “hackathon” events where employees can develop and test new ideas.
• Performance Metrics and Analytics: Implement dashboards that track key performance indicators (KPIs) related to employee engagement, project success rates, and customer satisfaction.
• Crisis Management Training: Equip both the senior management and functional teams in tackling unpredictable crisis scenarios that have high to medium risk impacts through crisis drills. This kind of crisis management training can foster good team building and equip employee with the appropriate skills (risk management, instant risk response, internal communication in case of emergency, and media skills).

11.4 Measurements & Outcomes

This focuses on the effectiveness and impact of the above initiatives. Organizations should demonstrate: 

• The quantifiable and psychological outcome were obtained and evaluated.
• The existing Corporate & HR policies, practices, systems or recent events were achieved the stated objectives and demonstrated sustainable outcomes.
• Measurements of employee impact borne from strategic human resources plans are conducted (e.g. using balanced score cards