In this article we look at ways to improve employee wellbeing. We will also discuss how investing in the wellbeing of your organisation pays dividends.
Calling upon the information found in our research and the ‘We invest in wellbeing‘ framework. This article will help you get started on your journey towards an improved wellbeing strategy, starting with these tips.
Our research has concluded there to be 3 different areas which includes social, physical and psychological. So when putting together your wellbeing strategy becoming familiar with this concept is a good place to start.
Social wellbeing – refers to reward and recognition, employee voice, inclusion, diversity, community
activities and family-friendly policies. Is there a culture of team work, trust and
respect? Is the workplace inclusive?
Physical wellbeing – refers to physical activity, nutrition, musculoskeletal and environmental factors.
From staying in shape to keeping illness at bay, physical health can have a big
impact on how well people can work.
Psychological wellbeing – refers to mental health, sleep, rest, or financial wellbeing. It’s important that people are able to be open about their own experiences with mental health. Feel comfortable to speak up when they disagree with the boss. And that there are programmes available to support them when these things are hard.
Consulting staff will provide you with the right queues and ideas to design the best ways of supporting them. Collecting data across the board should be always a priority when implementing a workplace wellbeing strategy.
Social wellbeing: careful office design, choirs, voluntary work/fund raising, working groups, social activities, cross-communities interaction, culture differences celebration.
Physical Wellbeing: (also benefits mental resilience) Health assessments, medical insurance and health care cash plans, running clubs, discounts on gym membership, smoking cessation, dietary changes in canteens, physiotherapy, Pilates, reflexology, challenges, fit bits, standing desks.
Psychological wellbeing: Prevention and management Stress audits, counselling, meditation, yoga, stress management, mental health first aid training, resilience training, EAP, work life balance policies, financial advisory plans.
When making decisions about whether to do anything motivation always comes from looking at the potential benefits.
How will your organisation benefit financially from the wellbeing strategy you create.
If UK organisations were able to reduce the scale of these problems that would be a great start…
Because stress is endemic across the UK workforce, it’s important for employers to understand which factors contribute most to their workers feeling this way. Our survey, found that the greatest pressure felt by workers was workload. 40% claim that having too much on their agenda resulted in stress. The survey also revealed that a significant proportion of the labour market would feel that their mental health would be better supported at work if their organisation were to provide more training for line managers.
Here are some examples –
The wellbeing journey starts with the creation of a strategy, but it doesn’t end there.
Investors in people can assess your strategy and help you identify and prioritise the areas that require more attention.