Design the communication that makes employee wellbeing programme management understood rather than merely announced.
Managing Corporate Employee Wellbeing Programmes
Practical training in employee wellbeing programme management, grounded in real cases and applied to your own operation.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for employee wellbeing programme management that managers quietly work around has already failed. The organisation's reputation as an employer is built or lost through programme management. Buying a tool rarely fixes the practice within people management and development; the underlying capability has to be built internally first. It establishes a shared vocabulary for employee wellbeing programme management so that teams can disagree productively about it. It is designed for mixed groups, so that this part of people management and development is examined from more than one functional angle. Participants finish able to explain programme management to a non-specialist audience without losing precision. Field experience suggests that the barrier to better employee wellbeing programme management is rarely technical. Cases are chosen to expose the trade-offs in programme management rather than to illustrate ideal conditions. The course ends by identifying what the participant will stop doing to make the people management and development discipline sustainable.
Expected Learning Outcomes
Pilot changes to programme management before rolling them out organisation-wide.
Document decisions about employee wellbeing programme management in a form that remains useful after the people change.
Align programme management with the organisation's workforce plan rather than treating it in isolation.
Build the evidence base on employee wellbeing programme management from data the organisation already collects.
Communicate the purpose of programme management to those who have to comply with it.
Agree the first three actions on employee wellbeing programme management that will be taken on returning to work.
Who Should Attend
Internal communications staff explaining employee wellbeing programme management to the workforce.
Human resources managers and business partners responsible for programme management.
Talent and organisational development specialists working on employee wellbeing programme management.
Legal and compliance advisers reviewing programme management.
Planning staff whose forecasts and budgets are affected by employee wellbeing programme management.
Risk managers assessing the exposure created by programme management.
Course Modules
Employee wellbeing programme management: review, learning and adjustment
2 sessions · 8 pointsSession 1Getting other functions to support employee wellbeing programme management
- Compare intended and actual outcomes of employee wellbeing programme management honestly.
- Pilot changes to programme management in one area before wider rollout.
- Verify six months later that changes to employee wellbeing programme management have held.
- Confirm records relating to programme management meet retention and privacy rules.
Session 2Explaining programme management so people believe it
- Build the internal briefing that explains employee wellbeing programme management to those affected.
- Build the competence framework that supports programme management.
- Identify where judgement in employee wellbeing programme management is legitimate and where it is not.
- Distinguish symptoms from causes when programme management underperforms.
Programme management: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1The exception to programme management that sets the precedent
- Identify single points of dependency in employee wellbeing programme management and reduce them.
- Set escalation thresholds for programme management that work out of hours.
- Map the handovers in employee wellbeing programme management between functions and secure them.
- Define who decides on programme management and who may only recommend.
Session 2The conversation about programme management managers most often avoid
- Train line managers on employee wellbeing programme management rather than handling every case centrally.
- Set the annual review point for programme management and who attends.
- Build the appeals route for employee wellbeing programme management and publish it.
- Measure the effect of programme management on retention and performance, not activity.
Programme management: policy design and legal footing
2 sessions · 8 pointsSession 1Keeping programme management alive after the initial push
- Set the consistency check that catches uneven application of employee wellbeing programme management.
- Ask employees what programme management feels like from their side.
- Confirm that those complying with employee wellbeing programme management understand why it exists.
- Test the policy on programme management against three real cases from the past year.
Session 2Writing a policy on employee wellbeing programme management a line manager can actually use
- Check that employee wellbeing programme management complies with current labour regulation in every location.
- Script the difficult conversation programme management requires and rehearse it.
- Identify the data the organisation already holds that bears on employee wellbeing programme management.
- Record the rationale for each significant choice made about programme management.
Programme management: capability across the management line
2 sessions · 8 pointsSession 1Escalation and decision rights in programme management
- Name a single owner for each element of employee wellbeing programme management.
- Collect evidence on the present handling of programme management before proposing changes.
- Plan the sequence in which improvements to employee wellbeing programme management will be introduced.
- Prepare the summary of programme management that senior management will read.
Session 2Keeping records on programme management that are lawful and useful
- Design the communication for employee wellbeing programme management around the questions people will actually ask.
- Plan succession for roles most exposed to programme management.
- Identify the data already collected that bears on employee wellbeing programme management.
- Review whether programme management is aligned with the objectives of the workforce.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.