Employee wellbeing essentially translates as the overall mental, physical, financial, and emotional health of employees. It’s influenced by various factors such as the Culture and Leadership within an organisation, the terms that are worked under, relationships with colleagues, as well…
Blog29th Mar 2023
Employee wellbeing essentially translates as the overall mental, physical, financial, and emotional health of employees. It’s influenced by various factors such as the Culture and Leadership within an organisation, the terms that are worked under, relationships with colleagues, as well as the tools and resources that are available to support the employee lifecycle.
Employers are increasingly recognising the need to take the wellbeing of their employees more seriously and are doing so because it is appreciated and understood that people add value in many ways. Its become a must have, with many job seekers asking upfront, ‘what do you do to support Employee Wellbeing?’
Poor employee wellbeing will affect the overall business effectiveness and may (to name a few) result in;
• high employee turnover resulting in high recruiting costs and difficulty in recruiting
• high employee sickness rates
• reputational damage
• employees not being motivated or working at full potential
• employee burnout
These factors are often as a result of;
Ineffective/inexperienced leadership, a lack of autonomy /little or no trust, employees that do not feel listened to or supported, blame culture and employees that do not feel appreciated.
There are multiple ways to ensure and improve employee wellbeing, including; regular communication, recognising good work , creating a psychologically safe environment, giving employees a voice and making them feel included, and offering relevant and value adding benefit packages.
Employee Wellbeing should be included when reviewing the overall business strategy and when doing so, there are a few things to consider, including why you are doing it? and what you are hoping to achieve?, as well as employee expectations and how you intend to measure the suggested methods to identify risk areas that will ultimately affect business performance.
Measuring wellbeing within an organisation doesn’t need to be a big exercise and collaborating with the team and bringing them into the process will strengthen the employee/employer relationship through the acknowledgment you are committed to improving the delivery of employee Wellbeing within your organisation.
Measurement from employee engagement surveys are an incredibly valuable tool which will help you understand how employees are feeling and give insight on how to respond in real time, equally deciding the frequency of the surveys and how the results will be used and communicated is paramount to ensuring credibility around a Wellbeing strategy.
Other metrics like absence data, employee attrition, quality of work output are also good indications of employee wellbeing within your business. Opening conversations with your employees around wellbeing is not as complex as it may first seem and could include setting up an internal committee that would review and engage on methods of wellbeing on a more informal basis, additionally many businesses are understanding the need for delivering Mental Health first aiders as well as Physical health first aiders, and don’t forget to reach your remote workers, these methods could include a team’s channel to communicate across the staff base or holding virtual coffee mornings which are just a few solutions to ensuring all employees are reached and included. This is just a short brief overview when focusing on Employee Wellbeing, but just by implementing some small actions you will be able to successfully measure key themes and identify risk areas that need attention.
Businesses are seeing their employee engagement improve where they are making Employee Wellbeing a key priority thus improving and strengthening the overall business performance.