In today’s fast-paced and demanding world, employee wellbeing is not just a ‘nice to have’ – it is a strategic imperative. An investment in wellbeing could enhance employee satisfaction and engagement, as well as improve productivity and talent retention. However, only 14% of companies strongly agree that they have a well-defined wellbeing strategy.
But when we look at companies where they have ‘strong leadership support’ for the wellbeing programme, this figure jumps to 82%. The impact of leadership support for wellbeing extends beyond the initial strategy; it also drives resource and alignment. So how can business owners support a culture of wellbeing within their organisation?
Dedicate Budget
Investing in employee wellbeing should be seen as an investment in the long-term success of the business, rather than a short-term intervention.
A wellbeing budget can be allocated towards various activities such as mental health resources, employee assistance programmes, line manager training, health screenings, or a flexible benefits package. A quarter of businesses report that lack of budget is a key challenge when it comes to implementing a wellbeing programme; but those with leadership support are more likely to have funding for wellbeing strategies. Companies should think of wellbeing as a preventative investment against future people risks; healthier employees should correlate to reduced PMI claims and lower absence rates.
Provide Training for Line Managers
Managers play a pivotal role in creating a supportive work environment that prioritises employee wellbeing. Providing training for line managers on topics such as mental health awareness, stress management, and effective communication can empower them to better support their teams. Our research shows that larger businesses prioritise training around wellbeing the most, but even this percentage was low at just 28%.[1]
Equipping managers with the skills and knowledge to recognise signs of burnout or distress in their employees enables them to intervene early and offer the necessary preventative support which will decrease illness-related absence. Communications training can help managers foster an open dialogue where employees feel comfortable discussing their wellbeing concerns without fear of judgment. Additionally, businesses could also look to nominate wellbeing champions that openly celebrate and promote wellness throughout the business.
Implement Holistic Wellbeing Support
Wellbeing is not just about physical and mental health – it also includes financial and social health. A holistic approach to wellbeing support recognises and addresses the interconnected nature of these pillars and provides appropriate support for the challenges faced by the employees within their organisation.
Companies should consider offering a range of resources and programmes that cater to diverse employee needs, including access to mental health counselling, mental health workshops, financial wellness seminars, or opportunities that promote social connection and team bonding activities.
It’s important to invest in communicating; employees cannot engage with a wellbeing programme that they don’t know about or understand. Companies should utilise multiple channels to capture employees’ attention, email, blogs, webinars, intranet posts, internal social media, or even letters.
Lead by Example
Leading by example means prioritising your own wellbeing and openly advocating for the importance of self-care among your team. Business leaders should make it a point to take regular breaks, ensure they use their annual leave, and maintain own health and wellness.
Business leaders should look to incorporate discussions about wellbeing into company town halls, meetings, and relevant communications. Additionally, sharing personal anecdotes about the benefits of taking time off or utilising healthcare services will help to normalise these behaviours, highlight the advantages, and encourage employees to do the same.
Mind, leaders in mental health support, strongly back the importance of leading by example in the workplace.
The charity also encourages setting examples of a healthy work life balance – highlighting that a poor work/life balance can lead to increased risk of stress, burnout and reduced productivity. [2]
Assess Impact of Wellbeing Scheme Regularly
Creating a culture of wellbeing is an ongoing process that requires continuous evaluation and improvement. It’s important that business leaders look to assess the impact of the wellbeing initiatives in place to ensure they are meeting the needs of employees and driving positive outcomes for the long-term success of the business.
Data can come from feedback via surveys, focus groups, or one-on-one conversations to gauge employee satisfaction and identify opportunities for improvement. It is also beneficial to track key metrics such as absenteeism rates, premium costs, employee turnover, and productivity levels to measure the effectiveness and impact of your wellbeing programmes.
Fostering a culture of wellbeing within your business is not only beneficial for your employees’ health and happiness but also for the overall success of your organisation. Having strong leadership is crucial if businesses want their wellbeing programme to flourish. We believe that investing in employee wellbeing is not just the right thing to do, but that it is also a smart business decision that will pay dividends in the long run.
[1] Employee Benefits PIB (2024).‘Wellbeing Revolution Survey 2024’.
[2] Mind (n.d). How to promote wellbeing and tackle the causes of work-related mental health problems. (Online) https://www.mind.org.uk/media-a/4662/resource3_howtopromotewellbeingfinal.pdf (Accessed 13.05.24).
Fostering a culture of wellbeing within your business is not only beneficial for your employees’ health and happiness but also for the overall success of your organisation. Having strong leadership is crucial if businesses want their wellbeing programme to flourish. We believe that investing in employee wellbeing is not just the right thing to do, but that it is also a smart business decision that will pay dividends in the long run.
