The Insight
Identify what your people actually need.
Better support begins with better understanding.
No two workforces are identical.
The health needs of employees can vary according to age, role, working environment, life stage, working patterns and the demands placed upon them.
A generic wellbeing programme may generate activity, but it cannot automatically reveal which challenges are having the greatest impact or where support should be prioritised.
NUVAVEN begins by listening, assessing and identifying need.
Moving beyond assumptions
An organisation may believe its primary challenge is sickness absence when employees are actually struggling with fatigue, sleep, stress or a lack of confidence around their health.
Another organisation may have experienced employees affected by menopause symptoms, people receiving medically supervised weight treatment, or high-performing teams whose routines are being disrupted by demanding schedules.
The NUVAVEN discovery process helps organisations understand what is happening before choosing the intervention.
What the discovery process can explore
Depending on the programme and agreed scope, this may include:
Nutrition and eating habits
Energy and fatigue
Sleep
Stress and employee-reported wellbeing
Physical activity
Weight-management support
Menopause and women’s health
Confidence and health knowledge
Existing wellbeing provision
Barriers to participation
Employee priorities
Organisational objectives
Anonymous workforce insight
Employees need to feel safe when sharing information about their health and wellbeing.
NUVAVEN’s approach is designed around aggregated, anonymised organisational insight. Employers receive information about overall needs, participation and outcomes — not access to an individual employee’s private health information.
The exact information collected, the lawful basis for processing it and the reporting arrangements must be agreed before a programme begins.
From information to direction
The purpose of the assessment is not simply to collect data.
It helps NUVAVEN and the organisation to:
Establish a useful baseline
Identify priority health themes
Understand barriers to engagement
Select an appropriate employee group
Design a focused pilot
Define realistic outcomes
Determine what should be measured
Avoid investing in support employees do not need
Public Health England’s workplace health-needs-assessment guidance describes anonymous workforce information as a way to establish a baseline, track progress and help employers decide where to invest in employee health.
Understand the need before designing the solution.
Insight gives an organisation a clearer starting point and allows the intervention to be shaped around its people rather than a predetermined package.
The Insight
Identify what your people actually need.
Better support begins with better understanding.
No two workforces are identical.
The health needs of employees can vary according to age, role, working environment, life stage, working patterns and the demands placed upon them.
A generic wellbeing programme may generate activity, but it cannot automatically reveal which challenges are having the greatest impact or where support should be prioritised.
NUVAVEN begins by listening, assessing and identifying need.
Moving beyond assumptions
An organisation may believe its primary challenge is sickness absence when employees are actually struggling with fatigue, sleep, stress or a lack of confidence around their health.
Another organisation may have experienced employees affected by menopause symptoms, people receiving medically supervised weight treatment, or high-performing teams whose routines are being disrupted by demanding schedules.
The NUVAVEN discovery process helps organisations understand what is happening before choosing the intervention.
What the discovery process can explore
Depending on the programme and agreed scope, this may include:
Nutrition and eating habits
Energy and fatigue
Sleep
Stress and employee-reported wellbeing
Physical activity
Weight-management support
Menopause and women’s health
Confidence and health knowledge
Existing wellbeing provision
Barriers to participation
Employee priorities
Organisational objectives
Anonymous workforce insight
Employees need to feel safe when sharing information about their health and wellbeing.
NUVAVEN’s approach is designed around aggregated, anonymised organisational insight. Employers receive information about overall needs, participation and outcomes — not access to an individual employee’s private health information.
The exact information collected, the lawful basis for processing it and the reporting arrangements must be agreed before a programme begins.
From information to direction
The purpose of the assessment is not simply to collect data.
It helps NUVAVEN and the organisation to:
Establish a useful baseline
Identify priority health themes
Understand barriers to engagement
Select an appropriate employee group
Design a focused pilot
Define realistic outcomes
Determine what should be measured
Avoid investing in support employees do not need
Public Health England’s workplace health-needs-assessment guidance describes anonymous workforce information as a way to establish a baseline, track progress and help employers decide where to invest in employee health.
Understand the need before designing the solution.
Insight gives an organisation a clearer starting point and allows the intervention to be shaped around its people rather than a predetermined package.
The Insight
Identify what your people actually need.
Better support begins with better understanding.
No two workforces are identical.
The health needs of employees can vary according to age, role, working environment, life stage, working patterns and the demands placed upon them.
A generic wellbeing programme may generate activity, but it cannot automatically reveal which challenges are having the greatest impact or where support should be prioritised.
NUVAVEN begins by listening, assessing and identifying need.
Moving beyond assumptions
An organisation may believe its primary challenge is sickness absence when employees are actually struggling with fatigue, sleep, stress or a lack of confidence around their health.
Another organisation may have experienced employees affected by menopause symptoms, people receiving medically supervised weight treatment, or high-performing teams whose routines are being disrupted by demanding schedules.
The NUVAVEN discovery process helps organisations understand what is happening before choosing the intervention.
What the discovery process can explore
Depending on the programme and agreed scope, this may include:
Nutrition and eating habits
Energy and fatigue
Sleep
Stress and employee-reported wellbeing
Physical activity
Weight-management support
Menopause and women’s health
Confidence and health knowledge
Existing wellbeing provision
Barriers to participation
Employee priorities
Organisational objectives
Anonymous workforce insight
Employees need to feel safe when sharing information about their health and wellbeing.
NUVAVEN’s approach is designed around aggregated, anonymised organisational insight. Employers receive information about overall needs, participation and outcomes — not access to an individual employee’s private health information.
The exact information collected, the lawful basis for processing it and the reporting arrangements must be agreed before a programme begins.
From information to direction
The purpose of the assessment is not simply to collect data.
It helps NUVAVEN and the organisation to:
Establish a useful baseline
Identify priority health themes
Understand barriers to engagement
Select an appropriate employee group
Design a focused pilot
Define realistic outcomes
Determine what should be measured
Avoid investing in support employees do not need
Public Health England’s workplace health-needs-assessment guidance describes anonymous workforce information as a way to establish a baseline, track progress and help employers decide where to invest in employee health.
Understand the need before designing the solution.
Insight gives an organisation a clearer starting point and allows the intervention to be shaped around its people rather than a predetermined package.