Supporting Staff Wellbeing

2020 saw unprecedented change in the way we work. Although some workers found a better work/life balance, most found the uncertainty, furlough/change to remote working, financial challenges, increased virtual meetings and loss of face to face contact difficult. Data from the UCL Covid-19 Social Study tells us that the UK population is seeing:

  • An increase in anxiety levels and cases of depression
  • Worries concerned with catching Covid-19, unemployment and finance
  • A decrease in life satisfaction, with no signs of any recent improvement (usual averages are around 7.7 on a 10-point scale; the most recent data shows an average of just over 6)

The benefits of workplace wellbeing are well documented – when workplace wellbeing is supported, employees feel more secure, valued and committed to their work and to their organisation. Absenteeism decreases, which results in cost saving (a recent Harvard study showed that for every $1 spent on a wellbeing programme, $2.73 was saved). Employee retention increases as staff are motivated and remain loyal.

No wonder that wellbeing is cited as the most popular area of investment for HR as we move into 2021, especially as we are yet again under lockdown restrictions. A holistic wellbeing and mental health programme that delivers healthy outcomes and a productive organisation is paramount.

Supporting staff wellbeing in 2021

So, if wellbeing is on your agenda for 2021, here are some questions for you to reflect on and answer:

  1. Did your company provide support for your employees’ mental health and wellbeing during 2020?
  2. If so, what form did this take?
  3. What positive results and outcomes did you see?
  4. Do you intend to build on this in 2021, and if so how?
  5. What programme/plans/activities do you have for 2021 to support your employees’ wellbeing?
  6. How will you measure the success of your wellbeing programme?

At People Business, we’ve designed a totally new Wellbeing Programme. Our HR team, all fully trained Mental Health First Aiders, start the process with an audit, including an employee survey which looks at wellbeing from every angle – how people view the company and their job, what impact manager behaviour has on their wellbeing, what they personally do to support themselves and the correlation between the company’s wellbeing strategy and their employees’ understanding of it. Then we discuss the results together and use them to form your tailored Wellbeing Action Plan. Your plan might include awareness sessions, specific training to address a particular pain point, bite-sized learning for all employees, incentives, strategies, toolkits and more.

If you’d like to find out more, email our Mental Health Champion

This month, we’re focusing on wellbeing on our social media platforms – follow us on Facebook and LinkedIn to get involved.

Wishing you all a happy and healthy New Year!