Most organisations invest in employee wellbeing because they genuinely want to support their people.
Whether it’s an Employee Assistance Programme (EAP), GP service, financial wellbeing support, legal advice, or another employee benefit, the intention is always positive. The challenge, however, isn’t usually buying the service…
It’s making sure people know it’s there.
“We’ve got an EAP…”
We hear this quite often… “Yes, we have an EAP.”
Our next question is usually… “How many of your employees know how to access it today?” Not next week. Not after searching their inbox. Today.
The answer is often less certain. That’s not a criticism, it’s simply the reality that organisations communicate with employees about dozens of important topics every month. Policies, compliance updates, operational changes, benefits, health and safety… it’s a lot for anyone to absorb.
Wellbeing services can unintentionally become just another item in the information overload.
Awareness Drives Value
An EAP or wellbeing service only delivers value if people remember it exists when they need it. Most employees don’t wake up thinking about their employee benefits. They remember them when something happens.
Perhaps they’re struggling with anxiety.
A relationship has broken down.
Money worries are beginning to affect their sleep.
A family member becomes seriously ill.
They’re overwhelmed at work.
At that point, they need immediate confidence that support is available and easy to access. If they can’t remember the service, can’t find the details, or didn’t even realise it was available, an important opportunity to provide early support may be missed.
Awareness isn’t about Selling
One misconception is that awareness campaigns are simply marketing.
We see them differently. Good awareness is about education.
It’s about reminding people that confidential support is available before a situation reaches crisis point. It’s about normalising conversations around wellbeing.
It’s about reducing barriers to asking for help. Sometimes a simple poster in a staff room, a short article in an internal newsletter, or a manager mentioning the service during a team meeting is enough to encourage someone to reach out.
You’ll probably never know who that reminder helped. But to that individual, it could make all the difference.
It’s Not a One-Off Exercise
Many organisations do an excellent job of launching a new wellbeing service.
Employees receive emails.
Managers are briefed.
Posters go up.
The intranet is updated.
Then, over time, the communication naturally becomes less frequent.
New starters join.
Managers change.
People forget.
Awareness gradually declines, not because anyone has done anything wrong, but because every organisation has competing priorities.
This is why wellbeing communication shouldn’t be viewed as a launch activity. It should become part of an ongoing wellbeing strategy.
Small Reminders Have a Big Impact
Awareness doesn’t need to be complicated.
Regular wellbeing campaigns linked to national awareness days.
Monthly wellbeing tips.
Seasonal reminders.
Manager toolkits.
Welcome packs for new starters.
Digital banners.
Payroll messages.
Team briefings.
None of these need to be lengthy or expensive, but together they help keep support visible throughout the year.
Measuring Success Differently
It’s easy to focus solely on utilisation figures. While these can provide useful insight, they only tell part of the story.
Good awareness creates confidence. It helps employees understand what’s available before they need it. It encourages earlier intervention. It supports managers in signposting colleagues appropriately.
And it reinforces the message that an organisation genuinely cares about the wellbeing of its people. Those outcomes can be just as valuable as the numbers themselves.
Awareness is an Investment
Purchasing a wellbeing service is only the first step. Helping employees understand, remember and trust that service is where the real value begins.
Organisations don’t invest in wellbeing simply to have another benefit listed on their intranet. They invest because they want their people to know that support is available whenever life becomes challenging.
The more visible that support is, the more likely employees are to use it when they need it most.
At Life & Progress, we believe awareness isn’t an optional extra, it’s an essential part of making any wellbeing strategy successful. By working with our clients to keep services visible throughout the year, we help ensure that valuable support doesn’t simply exist on paper, but becomes a trusted resource that employees remember when it matters most.
Jul26, E&OE
