Many people assume employee wellbeing is related to physical health, but it is much more than that. For a wellbeing policy to be truly effective, it has to encompass most, if not all, elements of wellbeing, such as psychological, social, and financial.
Employee wellbeing encompasses the physical, emotional, and financial health of your staff. With 58% of the world’s population spending around 33% of their lives at work, creating a positive work environment that supports employee wellbeing should be a priority for business leaders.
The impact of wellbeing on job performance and business outcomes — both good and bad, is well documented:
However, employee wellbeing initiatives can significantly improve the health of your staff and business.
Moreover, effective health and wellbeing programs can have as much as a 230% return on investment (ROI), while employee assistance programs can have as much as a 500% ROI. Healthy workers are also far less likely to resign, so not only do you save on recruitment fees, but you also keep talent within your organisation.
So, what can you start doing today to improve employee wellbeing in your workplace? Well, when an organisation does not have an employee wellbeing strategy, creating one may seem like an uphill battle, but it's a necessary step. Begin there if you don't have one in place. If you do already have one though, ask yourself when was the last time it was reviewed?
We always recommend starting small, especially for startup organisations experiencing a growth period that are only just considering enhancing employee wellbeing. Before establishing goals or objectives, talk to teams, hold town halls, and conduct surveys. Learn what your teams want from an employee wellbeing program and base your strategy on this.
An employee assistance program (EAP) provides confidential counselling to help with personal or workplace problems that are affecting wellbeing. They can also help prevent workplace anxiety, stress, and depression.
Helping employees develop their careers promotes a healthy mental wellbeing and job satisfaction.
In fact, 94% of workers say they would stay at their company longer if they received quality learning and development opportunities — a mentorship program is a cost-effective example of this, when a company does not have the budget for external courses.
There are many ways to go about encouraging career goals and learning, but one of our favourite methods is with a personal development plan.
Setting up fitness challenges for your team will encourage them to care for their physical health. Whether it’s steps per month or a distance challenge, give your employees a fitness goal to work towards.
Does your employee rewards program include wellbeing benefits that enable them to take control of their own physical, mental, and financial health?
Some examples of benefits that can improve employee wellbeing include:
Good colleague relationships are a significant promoter of employee wellbeing. People who say they have a best friend at work are twice as engaged than those who don’t. Having a close friend at work has been linked to improved job performance and even higher profits for the company.
For business leaders, this means encouraging employees to build friendships through regular social events. When people feel comfortable with their colleagues, they’re more likely to seek support and help — which prevents burnout and lowers stress.
If nobody is directly responsible for workplace wellbeing, it will become less of a priority. However, a designated wellbeing leader who can monitor the effectiveness of wellbeing policies is essential for meaningful improvements in employee health.
This could include responsibilities like ensuring wellbeing products and services are included in a benefits or discounts package — some of the best benefits include those that help employees manage their health.
It’s all too common to see workers sitting at their desks during lunch, eating with one hand and typing with the other. Australians are particularly susceptible to this, with the average employee working six hours unpaid overtime each week — or, approximately two months every year.
Real, regular breaks are critical to wellbeing, so encourage employees to take their lunch away from their desks. They’ll come back feeling physically and mentally refreshed and are likely to be more productive.
The environment significantly affects wellbeing, so creating a pleasant and comfortable work environment for employees will improve their physical and mental health. Sit-to-stand desks, healthy food and drink options, and ergonomic seating are some excellent options.
Recognising and rewarding employees for their hard work instills a sense of accomplishment and confidence, which promotes wellbeing. Whether it’s a simple thank you or a reward for completing a project, there are plenty of ways to show appreciation.
The importance of reward and recognition is only growing. Both are essential in attracting new talent and retaining experienced staff. Many organisations are turning to digital reward and recognition programs to help them reach teams that work remotely or on the other side of the world.
Limiting overtime, turning notifications off on the weekends and evenings, and encouraging holidays are some ways to introduce some work-life balance in your organisation.
Unlimited holidays may fill some managers with fear, but they're actually very good for business. While companies offering unlimited leave did see an increase in the number of leave days taken, they also experienced increased productivity and company growth.
Trusting and empowering employees to take the leave they need promotes better wellbeing and business outcomes, which reduces employee absences from sickness.
Managers can’t support their employees unless they know what issues they’re facing, and they won’t know unless they take the time to build strong relationships with their teams.
Making regular one-to-one meetings between managers and employees routine will encourage open and honest conversations and address any issues early.
Leaders greatly influence the employee experience, so building a positive team culture should be a priority.
Holding workshops on mindfulness, stress management, yoga, and other techniques helps relieve stress and introduces employees to new ideas and activities they may enjoy. For remote employees, you can easily incorporate these classes over video calls.
Many of us love office snacks, but they’re not always the healthiest option. However, providing healthy snacks encourages employees to prioritise their physical wellbeing while reducing post-sugar rush slumps. This is especially important for shift workers, who work unsociable hours through the night and may crave sugary snacks.
Different employees will have different working styles, schedules, and preferences. Offering flexibility to staff to develop a work routine that suits them can help strike a better work-life balance while reducing stress and burnout.
We recommend using a pulse survey provider to get ongoing feedback instead of collecting it once, such as during an annual survey. Annual surveys are still valuable, but diversifying data collection gives you the richest data possible.
Quick pulse surveys offer a realistic snapshot of how your employees feel. Perhaps a reason for a dip in morale is due to an exceptional manager leaving. Of course, these events will always occur, but understanding how employees are affected by, for example, their colleagues resigning or being made redundant is crucial in protecting their wellbeing.
Another method of investigating employee wellbeing is by using a root cause analysis. This analysis framework helps employers visualise the cause of poor employee wellbeing. When the causes are known, managers and other senior staff members can work on solutions that offer true long-term value.
Perkbox is an all-in-one employee experience solution that includes a range of wellbeing features your team can take advantage of. From wellbeing resources to discounts on supplements, wearable tech, gym apparael, and more.
Employees can also send and receive recognition whenever they want using a real-time recognition feed. Plus, because managers can attach points to each recognition they send, teams can save or exchange them right away on thousands of rewards.
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