Picture this: you’ve got an employee who’s just not quite themselves lately. They’re not ready to raise their hand and say, “I’m struggling,” but the stress is creeping in, and it’s starting to show. It’s not a fire yet, but you can see the smoke. This is exactly where your wellbeing champions step in. They’re the ones noticing the small stuff, catching the early signs, and starting those low-key chats that can keep a bad day from turning into a burnout.
When you’re trying to juggle multiple wellbeing initiatives (and everything else), you know all too well that you can’t be everywhere at once. Trying to keep a pulse on every team member’s wellbeing? It’s exhausting. That’s why having a solid group of champions isn’t just about spreading the workload – it’s about multiplying your reach and making sure that wellbeing isn’t something that’s only talked about in HR meetings, but something that’s woven into everyday life at work.
So, how do you pull together a wellbeing champions crew that doesn’t just tick a box but actually moves the needle on workplace culture? Let’s break down the steps you need to build a group that’s all-in, on the ground, and ready to help make wellbeing a reality across your organisation.
“Keep them connected and support your champions. We’ve found it’s a slow build, so it’s important to keep them enthusiastic about their role. When they do help someone, it’s so rewarding and these successes should be celebrated.”
– Ami Gilchrist, Director (Membership Services), New Zealand Dental Association.
1. Start with a Strong Foundation
Before you begin recruiting champions, it’s essential to lay a solid foundation for your wellbeing programme. This means having a clear vision, purpose, and set of objectives. In our experience, you need a really strong call to action. If you don’t feel inspired about it, it’s probably the litmus test. If you don’t feel inspired, then it’s hard to get others inspired.
Consider what you want your wellbeing champions to achieve as part of your plan. Are you looking or mental health first aiders? Or wellbeing promoters? Or supporters? Or a combination of all three? Having a well-defined purpose will not only guide your champions but also help you attract the right people to the role.
2. Recruit with Purpose
When it comes to building your wellbeing champions group, look for individuals who are passionate about wellbeing and have a genuine desire to make a positive impact on their colleagues’ lives. These could be people from various departments and levels within your organisation.
Our advice is if you can recruit a critic, that can be really helpful – especially if they become an advocate! They can help you with those tough-to-reach audiences too.
Don’t be afraid to seek out diverse perspectives. A mix of enthusiasts and skeptics can lead to more robust discussions and innovative solutions.
Most organisations we know recruit using a promotional campaign and some shoulder tapping. Occasionally, some people are volun-told! We’d suggest interviewing your champions before onboarding them to make sure they understand the role, have the support of their manager and have the capacity to take on the role.
3. Provide Comprehensive Training
Once you’ve assembled your team of champions, it’s crucial to equip them with the knowledge and skills they need to succeed. This goes beyond just understanding wellbeing concepts – it’s about giving them the confidence to take action and support their colleagues effectively.
Reflecting on our experience at ROW, of all the champions we’ve worked with, champion confidence is probably the biggest issue. They’re worried they’ll say the wrong thing. They’re worried that they’re going to make mistakes. That’s why providing training that boosts skills, knowledge and confidence is so critical.
Our view is your training programme would be wise to cover:
- The basics of personal and work wellbeing
- Active listening and communication skills
- Recognising signs of stress and burnout
- Understanding boundaries and when to refer to professional help
- Practical tools and techniques for promoting wellbeing
Provide clear guidelines on what champions should and shouldn’t do as well. At ROW, we use a helpful analogy: “Think about the person that you’re helping as being out on the boat, in the water. And your job is to gently nudge the boat in. You don’t have to row the boat, you don’t have to fill the holes, you don’t have to do any of that stuff. You just have to gently nudge.”
Remember, training shouldn’t be a one-off event either. Regular refresher sessions and ongoing learning opportunities will help keep your champions engaged and up-to-date with the latest wellbeing strategies.
4. Develop a Clear Action Plan
Having a well-defined plan is crucial for the success of your wellbeing champions group. We like to lean into a quote from Pat Riley, who was an American basketballer, who said if you don’t have a plan, then you will run out of luck.
Your action plan should outline:
- Specific goals and objectives for the wellbeing champion network
- Key activities and initiatives to be implemented
- Timelines and milestones
- Roles and responsibilities of champions
- Methods for measuring success and impact
Be sure to involve your champions in the planning process. Their insights and ideas can be invaluable in creating a plan that resonates with employees and addresses real needs within the organisation.
In our experience, you’ll also balance this collaborative approach with clear direction. Provide clear directions and set expectations from the start. We’ve made the mistake of being vague about what we wanted champions to do (e.g. “promote your role in your department!”), and none of them did it. Much better is: “Here is what I want you to say, this is when to do it and who to invite.”
“A lesson I’d share from my experience is the importance of creating a clear sense of purpose for the wellbeing champions group and having leadership both Z and Retailer in support of the purpose.
One thing that worked well was ensuring that champions felt they had ownership of the wellbeing initiatives, rather than just implementing top-down directives. Giving them a framework and giving them autonomy to tailor solutions to their teams’ needs.
They know their people better then we do, and through this approach this will enhance engagement and wellbeing outcomes.”
– Matau Stewart, Safety, Wellbeing and Risk Practice Specialist, Z Energy
5. Create a Supportive Community
Your wellbeing champions shouldn’t operate in isolation. Foster a sense of community among them by creating opportunities for regular connection and collaboration.
Once your champions are trained and engaged, it’s crucial to provide ongoing support. This might look different for each individual. Some may need more guidance, while others will be ready to run with ideas.
This could be through monthly meetings, a dedicated online forum, or even informal coffee catch-ups. Consider pairing more experienced champions with newcomers for mentorship too.
We facilitate wellbeing champion catch ups for several of our clients. From experience, it’s a great opportunity for champions to share stories and take part in a little bit of professional development.
For one of our groups, the real gold is in their WhatsApp group. They’re constantly communicating and saying, ‘Oh, I had this conversation and this came up. Who else has seen this? Or what might be the answer to that? How can we support each other?’
By encouraging this kind of peer support, you’re not only enhancing the effectiveness of your champions but also preventing burnout among those who are supporting others.
“My learnings are: Communication is key! Communication within the group and also communication to the wider organisation.
Communication within the group – its been great being able to catch up with the group regularly and share ideas, having people from across the organisation is really helpful in finding out what challenges other sites are facing and how we can overcome them.
Communication to the wider organisation – something that could be done better is promoting the group (what we do, how we can support others etc.) on a wider variety of communication channels (e.g. in person in meetings might be more effective), so that people are aware of the support channels available.”
– Vibha Prasad, Organisation Development Coordinator, Presbyterian Support Northern
6. Empower Your Champions
For your wellbeing champions to be truly effective, they need to feel empowered to make a difference. This means giving them the authority to implement initiatives, the resources to support their efforts, and the backing of senior leadership.
We’re big advocates of creating “mana” around the champion role. Give them the organisational status they deserve by creating pins or badges they can wear that provide a visual representation.
Consider ways to recognise and celebrate your champions’ efforts too. This could be through formal acknowledgment in company communications, special badges or pins, or even opportunities for professional development related to their champion role.
7. Foster a Growth Mindset
Encourage your wellbeing champions to embrace a growth mindset. We encourage leaders to say something along the lines of, “If you make mistakes, it’s okay. In our community, we’ve created a psychologically safe culture for you to be able to go out, try stuff, come back, ask questions.”
This approach not only helps champions feel more confident in their role but also promotes innovation and continuous improvement in your wellbeing initiatives. Encourage champions to share both their successes and challenges, and use these experiences as learning opportunities for the entire group.
8. Measure and Evaluate
To ensure the ongoing success of your wellbeing champions group, it’s essential to regularly measure and evaluate its impact.
This could involve:
- Tracking participation rates in wellbeing initiatives
- Conducting employee surveys to gauge changes in wellbeing and engagement – Monitoring key health and productivity metrics
- Collecting qualitative feedback from employees and champions
Use this data to refine your approach, celebrate successes, and identify areas for improvement.
Share these insights with your champions to keep them motivated and informed about the difference they’re making.
9. Provide Ongoing Support
Remember that your wellbeing champions are giving their time and energy to support others, often on top of their regular job responsibilities. It’s crucial to provide them with ongoing support to prevent burnout and maintain their enthusiasm.
This support could take various forms:
- Regular check-ins with individual champions
- Access to additional resources or training as needed
- Opportunities for champions to take breaks or rotate out of the role if needed
- Recognition of their efforts from senior leadership
Champions spend a lot of time looking after other people. It’s so fundamentally vital to have other people who are looking out for them.
10. Adapt and Evolve
Finally, remember that building an effective wellbeing champions group is an ongoing process. Be prepared to adapt your approach based on feedback, changing organisational needs, and new insights in the field of wellbeing. Stay connected with other organisations and professionals in the wellbeing space to learn from their experiences and stay up-to-date with best practices.
There’s immense value in creating a broader community of wellbeing advocates beyond your own organisation.
Building an effective wellbeing champions group is no small feat, but the potential impact on your organisation’s culture and your employees’ lives makes it a worthwhile endeavour.
By following these steps – from laying a strong foundation to fostering ongoing growth and adaptation – you can create a thriving community of wellbeing advocates who truly make a difference.
And if all else fails, come back to those sage words by author Margaret Mead: “Never doubt that a small group of thoughtful, committed, citizens can change the world. Indeed, it is the only thing that ever has.”
—
So, are you ready to ignite real change and harness the power of community in your workplace? The journey to a healthier, happier, and more engaged workforce starts with you and your wellbeing champions. Let’s make it happen! Register your champions for the next public Wellbeing Champions Training course.
