With the help of Investors In People we look at ways to improve employee wellbeing and how investing in the wellbeing of your organisation pays dividends.
Tip 1 – Consider that there are different areas of wellbeing
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.
Suggested activities
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.
Tip 2 – Look at some of the key wellbeing drivers
- Leadership involvement – For a wellbeing strategy to work, it’s very important that there is involvement from all the vertical structures within the organisation to ensure the message spreads across all people. A culture of openness helps a lot with this too.
- Employee control over their work and decision making.
- Values that support an inclusive, supportive, interesting work environment
- Consistent and effective line management practice that actively supports the wellbeing of staff.
- People believing there is a higher purpose to the organisation with an understanding of how they can contribute to this
- People undertaking the learning and development they need to achieve job satisfaction
- Flexibility within the working environment to increase people’s sense of control allowing them to improve their work-life balance
- A focus on minimising and managing stress and improving mental health at work as these are leading causes of sickness absence
- Support to participate in wellbeing related activities and time to do it!
- A focus in diversion and integration as well as encouragement in team communication and participation
Tip 3 – Evaluate the financial return
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…