Background
VOCUS, a leading specialist fibre and network solutions provider, enabled their Enterprise & Government team to undertake the High-Performance Program (HPP) to address and enhance employee wellbeing and performance. VOCUS is dedicated to maintaining a high-functioning and motivated workforce but faced challenges in the form of high stress, high workload and high expectations, particularly towards the end of the financial year. Key goals included improving overall employee wellbeing, manage the impacts of stress effectively, and fostering a culture that promotes a healthy work-life balance.
“As we emerged from the challenges of the Covid era, it was evident that both individuals and leaders were feeling the strain. Better Being stepped in and truly made a difference. Together, we’ve implemented various programs tailored to different teams’ needs. Despite financial constraints, we prioritised investing in our people’s wellbeing. Recognising the vital role of leaders, we ensured they received the support they needed to thrive. Because when leaders are empowered and cared for, everyone can thrive.” – Andrew Wildblood, Chief Executive Government and Enterprise, VOCUS
Wellbeing is measured using our Wellbeing Index; a short survey that assesses the Mindset, Movement, Nutrition, and Recovery of employees. The Wellbeing Index gives employees instant visibility over their wellbeing, broken down into four categories and one overall percentage score.
The initial Wellbeing Index results for the group was 76%. This is a higher than usual starting point for an organisation, however the room for significant improvement across the team was acknowledged, and challenges that needed to be overcome to improve results were addressed throughout the program.
Solution: High Performance Program
The HPP implemented by VOCUS comprised several critical components designed to target various aspects of employee health and wellbeing. The program’s structure included:
1. One-on-One Health Consultations: These bi-weekly sessions provided employees with personalised support, enabling open discussions about their personal and professional lives. The consults aimed to increase accountability, offer tailored advice, and address any emerging issues during their health journeys. Employees reported that these sessions were instrumental in helping them stay on track with their health goals and provided a space for candid conversations.
2. Team Workshops: Conducted at strategic intervals throughout the program (weeks 1, 4, 7, 9, and 1-week post-program), these workshops introduced new wellbeing concepts that participants could integrate into their daily routines. The workshops facilitated reflection on individual progress, promoted the adoption of new wellbeing strategies, and strengthened team culture by encouraging mutual support and shared experiences.
Outcomes
Our Wellbeing Index benchmark to determine a high-performing individual or team is 80%. The Wellbeing Index results before and after the program illustrate the substantial impact of the HPP:
- Initial Wellbeing Index Result: 76%
- Final Wellbeing Index Result: 86%
It is worth noting that this was the second time completing the program for some of the participants. The high initial score can be partly attributed to this, and highlights that results achieved from previous programs can be sustained over extended periods of time and can also be further improved by completing a secondary program.
Detailed Outcomes
Mindset
- Initial result: 77%
- Final Result: 88%
The focus on Mindset throughout the program resulted in employees feeling more energised and more capable of handling workplace stress. Key outcomes within the Mindset pillar included:
- 100% of employees connected with people outside work.
- 88% felt energised and focused on demanding tasks.
- Employees made conscious health decisions and felt more motivated.
Movement
- Initial result: 72%
- Final Result: 84%
Movement was the pillar with the greatest improvement throughout the program. Employees were encouraged to increase incidental exercise and reduce sedentary behaviour such as prolonged sitting at their desk. This resulted in:
- 12% increase in employees taking breaks to move or stretch.
Nutrition
- Initial result: 80%
- Final Result: 86%
While Nutrition only improved by 6% throughout the program, employees reported prioritising nutritious foods more regularly. These changes reflected a more ‘health-conscious’ approach to diet and hydration and led to the following results:
- 15% increase in employees prioritising nutritious food and consuming at least 2 serves of vegetables daily.
- 100% of employees drank at least 2 litres of water daily, up from 83%.
- Reduction in high-caffeine and alcohol consumption.
Recovery
- Initial result: 74%
- Final Result: 85%
Employees were encouraged to think of recovery as a ‘round-the-clock’ exercise rather than just sleep. This resulted in greater utilisation of the day to make time for physical and mental recovery-based activities. This resulted in the following improvements:
- 100% of employees made time for activities that helped them recharge.
- 87% of employees regularly slept at least 7 hours per night, up from 61%.
- 23% increase in employees using pauses during the day to reset themselves.
“I liked that this program gave me an opportunity to collectively think and review all aspects of my physical and mental wellbeing. These elements are clearly linked so it made sense to consider them together. The staff were professional and listened. It was a great opportunity to perhaps discuss life at work more candidly, which in itself helps exposing any problems. I got a lot out of this program and enjoyed the regular 1-on-1 catchups.” – VOCUS High Performance Program Participant
The HPP successfully addressed VOCUS’s key challenges by fostering a culture of health and wellbeing. The significant improvements in the Wellbeing Index and other pillars demonstrated the program’s effectiveness in enhancing employee health, reducing stress, and promoting a balanced lifestyle. VOCUS’s commitment to employee wellbeing, even during high-stress periods, set a positive example and laid the foundation for continued success in future wellbeing initiatives.
