With an estimated six in ten workers having experienced mental health challenges, workplace well-being is no longer a ‘nice to have’ benefit in organisations.

With 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 the 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 by workplace problems.

Data collated by Zurich UK, which reported a 50% year-on-year increase in calls to its 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.

Woman sat at her desk with her eyes closed in meditation while people continue to work behind her.

Leaders must set the workplace well-being 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 a commitment to employee well-being. If not, then it could add to the stigma that already surrounds the subject and any negative workplace well-being culture.

We all know that business owners and leaders are not immune 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 valuable strategies are only a small part of 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 opportunities 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 organizational 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 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 with employers on all aspects of workplace well-being. We offer a bespoke solution to help optimise performance and reduce absence.

For further information speak to Jane today.