Frequently asked questions.

Over the years we’ve spoken to employers of all shapes and sizes. Whilst all of these businesses have unique challenges, there are a number of questions that regularly pop up.

Your questions, answered

What is employee wellbeing?

Employee wellbeing is about more than decreasing sickness absence, presenteeism, and increasing productivity; it’s about enabling all employees to feel good and function well.

A well-rounded wellbeing proposition enables employees to access on and offline provision whenever, wherever, and however they wish, and encompasses a suite of reactive and proactive services.

Why is employee wellbeing important?

Employee wellbeing has been directly proven to improve business outcomes such as decreased sickness absence and presenteeism, and increased productivity. However, most importantly, positive employee wellbeing enables colleagues to flourish and thrive within your organisation.

High levels of wellbeing are fundamental to the overall health of an individual which enables them to achieve. An employee who has a strong sense of support from their employer has an increased likelihood of being engaged, loyal, and productive.

What is an employee wellbeing strategy?

Ensuring that your employees are happy and healthy is a growing focus for many organisations, especially since Covid-19 hit UK shores, and makes perfect business sense. It’s not unusual for leaders to facilitate a series of ad-hoc activities and events for employees to engage with should they wish based around awareness days, but those that take a more strategic approach tend to get more bang for their buck.

An effective wellbeing strategy isn’t a peripheral service which employees can engage with if they have time, rather it’s part of the everyday experience, and underpins all interactions and processes.

We work with organisations to embed a culture of wellbeing using a suite of on and offline tools:

  • Step 1 – Putting in the infrastructure through Juice
  • Step 2 – Co-creating a series of activities and events based on employee need and listing them on Juice
  • Step 3 – Evaluating the employee experience and designing frameworks and interventions to support employee wellbeing.

More can be found on our Services page.

Who are Everyday Juice Limited?

We believe that businesses should be a force for good.

Our journey began as an internal wellbeing team at the University of Sheffield, designing and overseeing the proposition for over 8,200 colleagues.

Our “problem” was that the wellbeing proposition was all being managed by multiple providers so it was over the place, which resulted in a poor user journey. As a by-product, we found sending employees to multiple locations incredibly difficult to communicate, and it just added to the administrative burden.

To answer our problem, we brought everything together under one online roof using the easy to recognise identity, Juice. Because everything was in one place, it made it much easier for us to communicate the offer to our employees. Through Juice’s automated booking process, we also significantly reduced the administration requirements so we could do more of what’s most important; engaging with colleagues across the University to find out how we could help.

Through various conference presentations it became apparent that our experience at the University wasn’t unique, and that most large organisations face similar problems. The company, Everyday Juice Limited, was born in 2015.

More can be found on our About page. 

What are Everyday Juice Limited’s values?

We believe that everyone has the right to be healthy and happy at work, connected to a community of people who want to make a positive impact on themselves and the workplace.

When we first created Juice was set some core values that would underpin every decision that we made. We still proudly stand by these values.

  • Juice is for everyone
  • Juice starts with the needs of the employee, not the employer
  • Juice emotionally engages with people
  • Juice showcases people’s hobbies, interests, and talents
  • Juice is informal yet informed
  • Juice embraces technology
  • Juice has a bias for action. 

How can Everyday Juice Limited help my organisation?

It became apparent that the problems we faced at the University of Sheffield weren’t very unique, and that most large organisations were in the exact same boat. It was from there that Everyday Juice Limited was born so we could help.

We work with organisations to embed a culture of wellbeing using a suite of on and offline tools:

  • Step 1 – Putting in the infrastructure through Juice
  • Step 2 – Co-creating a series of activities and events based on employee need and listing them on Juice
  • Step 3 – Evaluating the employee experience and designing frameworks and interventions to support employee wellbeing.

More can be found on our Services page.

Why is social wellbeing important?

Social wellbeing is the glue that hold all other areas of wellbeing together, which is why one of the first interventions for support in the community is to engage with other people with shared experiences.

Within the workplace we can apply social wellbeing to:

  • Relationships with colleagues and managers
  • Organisation values and corporate social responsibility
  • Social inclusion and a sense of belonging
  • The feeling of being valued as an individual and how they contribute.

 An employee who feels valued, has positive working relationships with colleagues, and believes in their employer’s values is more likely to provide a positive customer experience, be more productive, and be more loyal to the business.

What are the Five Ways to Wellbeing?

The Five Ways to Wellbeing is our core framework, and was first developed by the UK-based New Economics Foundation in 2008. The framework is the result of extensive research, and has been since studied on various occasions around the world.

Since its conception,. The framework is now being used by various organisations around the world including professional sports teams in Australia, Government departments in New Zealand, and the National Health Service (NHS) here in the UK.

How do you create engagement in an employee wellbeing proposition?

When we look at any project, we consider the needs of three key stakeholders; individuals/employees, teams/departments, and the organisation.

What does wellbeing mean to these stakeholders? What are support for these stakeholders is in place already? What are they wanting to achieve?

An employee may prioritise the opportunity to learn and grow, a team might want to be better connected to one another, and an organisation may want to increase productivity. These are of course very different, but once we know the common themes and goals of these stakeholders it will make it much easier to meet the needs of everyone.

We will work with you to define the needs of these stakeholders so you’re starting from a position of strength.

How can I measure the success of my employee wellbeing proposition?

There are a number of ways that you can measure the success of your wellbeing proposition. These are very much dependent of the employee experience that you want to create, and which business metrics are important to you.

A few examples of measurements include, but are not limited to:

  • The wellbeing proposition’s utilisation by employees
  • Month-by-month user growth
  • Service recommendations between colleagues
  • Anecdotal online feedback from users
  • Direct feedback during meetings/away days/roadshows
  • A reduction in sickness absence and presenteeism
  • Overall satisfaction from employees
  • Employee annual, bi-annual, and pulse surveys
  • Organic growth through requests for additional services to be added.

 What is Everyday Juice Limited’s commitment to the climate crisis?

The climate crisis is here, and acting upon it cannot wait. Like many cities and governments around the world, our home city of Leeds has declared a climate emergency, and we’re rising to the challenge.

As a business we have set ourselves the ambitious challenge of becoming carbon neutral by the end of 2021, and hope to achieve net zero by the end of 2022. Once there, we will continue work to become carbon positive, and will work with our clients and partners to do the same.

We’re early in this process and will be updating our webpages as things develop.