January, the time for healthier habits and setting goals for the year to come. Beyond personal resolutions, it’s also the perfect time for employers to take a look at the wellbeing of their workforce, and review whether their wellbeing programme is robust enough to support them throughout the coming year. In this blog post, we will discuss why workplace wellbeing should be a priority for employers and what initiatives could be implemented to kick start a healthy and prosperous 2024.
Why focus on wellbeing?
With 35.2 million working days lost during 2022/23 due to work-related illnesses, wellbeing in the workplace should be at the top of the agenda. Stress, anxiety or depression, and musculoskeletal conditions were the main reasons why sick days were being taken, so it’s clear to see why investing in the physical, emotional and mental health employees can benefit not only the people, by creating a healthier culture, and improving employee morale and engagement, but also the performance of the business.
A strong focus on wellbeing also sets a business apart as an employer of choice. It helps attract top talent and retain valuable employees who seek a supportive work environment.
Gather the evidence
Staff surveys can be a great way to gather feedback and find out how employees are doing, what’s important to them, and what their wellbeing needs are. The results can be used to form a wellbeing strategy, and tailor-made initiatives can be put into place. Inevitably, needs change, and what works for some, may not be suitable for others, so regular reviews identify where tweaks need to be made, or other options need to be looked at.
The frequency of employee absences offers a valuable insight into their health and wellbeing, yet it’s essential for employers to look holistically and delve deeper, for example, keeping a look out for any signs of presenteeism or leaveism. Presenteeism is when employees feel pressured to be present at work(physically in the office or remotely), despite being ill. On the other hand, leaveism is where people are using their leave time for things other than a break from work, such as working during annual leave. This could be due to issues with workload management, a lack of work-life balance, or an environment where taking time off is discouraged or not effectively supported. Both presenteeism and leaveism can indicate underlying issues with workplace culture and employee wellbeing.
What health and wellbeing benefits can be offered?
Once the needs have been identified, there are various wellbeing initiatives that can be put into place:
- Employee Assistance Programme (EAP) – Offers support and practical advice on health and wellbeing and financial issues, and many also have access to free counselling services.
- Wellness Programs – Initiatives promoting physical activity, healthy eating, stress management, and overall wellbeing.
- Family-friendly Policies – Examples being maternity and paternity leave, parental leave, and policies around flexible and hybrid working to help promote a better work-life balance.
- Occupational Health Support – practitioners who focus on health and wellbeing in the workplace and can support with adjustments and returning to work after long absences.
- Health Promotion Benefits – Gym memberships, for example, or free healthchecks
- Health Insurance – provides access to healthcare for a wide range of illnesses and conditions, depending on the level of cover.
- Education and Training Resources – workshops or resources on health-related topics like nutrition, stress reduction, weight-loss, to raise awareness and to encourage self-care.
The role of line managers
Line managers play a pivotal role in managing wellbeing in the workplace. Effective managers actively engage with their team, developing relationships, demonstrating empathy and understanding, and encouraging open communication. They are in a position to spot potential early warning signs, and can support with any adjustments that need to be made, and signpost to resources or professional services that may need to be accessed. Their leadership sets the tone, so it’s key that they understand the impact their management style can have on people, and that they are demonstrating the behaviours that promote a positive team culture.
To prepare managers, it’s important to provide them with regular training and support to deal appropriately with health and wellbeing issues, and to ensure they are aware of relevant policies and procedures that are in place.
The role of employees
Health and wellbeing initiatives are only going to be beneficial if employees participate, and also understand the importance of looking after themselves and adopting a healthier lifestyle.
Regular communication can help encourage this, and also involving the team in shaping the wellbeing strategy by gaining feedback or more directly by inviting people to become Wellbeing Champions.
By bringing health and wellbeing to the forefront, looking at the evidence, and taking an holistic and integrated approach, organisations can develop an effective strategy based on the needs of the workforce. This can help improve employee engagement, wellbeing, and morale, and lead to better productivity for the business.
If you’d like more advice or support on how to approach wellbeing in the workplace please drop us a note here today and we’ll set up an initial chat.
