With an estimated six in ten workers having experienced mental health challenges, workplace wellbeing is no longer a ‘nice to have’ benefit in organisations.
The Covid-19 pandemic, coupled with the ongoing rise in the cost of living, employees are becoming more and more stressed. Performance levels are down and anxiety levels are rising as quickly as the cost of gas, food and other essentials.
A recent survey conducted by Reward Gateway, a global employee engagement company, revealed that 49% of employees would like to see an increase in mental, physical and financial wellbeing resources. The survey also found that half of employees (50%) would like to see more investment made in employee reward and recognition
With 40% of employees willing to leave a job if there was a lack of reward, recognition and wellbeing support, these investments are now imperative in every business.
So, what can you do?
As an organisation, it’s prudent to be offering proactive and preventative care for employees in order to reduce the risk of mental health-related absence and recruit and retain talent. Not all challenges are triggered in the workplace problems.
Data collated by Zurich UK, which reported a 50% year-on-year increase in calls to it’s Employee Assistant Program (EAP), also found a 120% increase in calls about bereavement and a 73% increase in the number of calls about divorce.
It’s therefore essential that all employees, staff and leaders, can communicate openly about the issues that may be affecting them.
Leaders must set the wellbeing agenda
Two-thirds of employees would not feel comfortable raising a mental or emotional wellbeing issue with their employer according to a survey conducted by Nuffield Health.
Any change in the organisation must come from the top, with leaders demonstrating commitment to employee wellbeing. If not, then it could add to the stigma that already surrounds the subject and any negative workplace wellbeing culture.
We all know that business owners and leaders are not immune themselves from mental health issues. According to a survey carried out by the Federation of Small Businesses, more than a third of business owners (34%) have experienced a decline in their mental health over the past couple of years, mainly due to the Covid pandemic.
Avoid Quick Fixes
Mindful Mondays, social events and meetings with line managers, while are valuable strategies, they are only a small part in implementing a successful workplace wellbeing strategy.
To encourage high engagement in any workplace wellbeing programme and build inclusive workplaces, leaders need to make an emotional connection and speak to the heart of their employees. Meet the needs of the organisation, and its people, their wellness needs, and what is already going well. This provides more opportunity to promote the benefits. Incorporate into all aspects of communication and training to ensure that everyone benefits.
A holistic, cross-policy approach, referencing related documents such as the health and safety policy, HR policies etc. will link directly to other organisation priorities and resources and encourage sustainability.
Establishing health and well-being policies within an organisation can also bring about other benefits such as improved physical health and productivity and can impact on the development of a wide range of policies.
Imagine what’s possible to get the best out of everyone.
Tudor Rose Workplace Well-being work is thrilled to be partnering with Su Chantry OH Hub and be able to advise on all aspects of workplace well-being. We offer a bespoke solution to help optimise performance and reduce absence.
For further information please get in touch, it would be a pleasure to hear about how we could support your workplace health strategy.
