Businesses are evolving beyond just focusing on profits; they are increasingly aware of their impact on the planet and their employees. Sustainability now includes not only environmental practices but also the personal well-being of staff. A sustainable business should also prioritise the personal well-being of its employees. For years, Fairtrade has promoted fair practices, and now many businesses are seeking ways to enhance the well-being of their staff and customers.
This shift is positive, especially considering that research shows 58% of the world’s population spends one-third of their lives at work. That’s a significant amount of time to spend in an environment that doesn’t contribute to your well-being. Employees are increasingly aware of this and now expect more from their employers than just being paid. To remain competitive, employers must stay attuned to their employees’ concerns. This is especially crucial in the early years industry, where recruiting and retaining qualified, high-quality staff can be challenging.
A happy workforce is a more productive workforce, so read on for some tips and strategies to keep your business in the know.
Understanding “Well-Being”
The term “well-being” is used widely across all walks of life. But what does actually mean? Well-being is influenced by various factors, including personal circumstances, mental and physical health, relationships, family situation, career, and finances. As an employer, you can’t fix all these challenges, but you can positively impact work-related aspects such as relationships, workload, morale, team dynamics, environment, and schedules.
The WHO Defines Well-Being In The Following Terms:
“Well-being is a positive state experienced by individuals and societies. Similar to health, it is a resource for daily life and is determined by social, economic and environmental conditions. Well-being encompasses quality of life and the ability of people and societies to contribute to the world with a sense of meaning and purpose. Focusing on well-being supports the tracking of the equitable distribution of resources, overall thriving and sustainability. A society’s well-being can be determined by the extent to which it is resilient, builds capacity for action, and is prepared to transcend challenges.” (WHO Glossary of Terms 2021).
Benefits
Companies that prioritise employee well-being see significant benefits, including reduced absenteeism and presenteeism (working while unwell). Poor mental health is believed to cost between £1,205 and £1,560 per employee per year. Mentally healthy workplaces lead to increased motivation and productivity, higher profit margins, and improved staff recruitment and retention. Effective health and well-being programs can show a 230% return on investment (ROI), while employee assistance programs can offer up to 500% ROI.
Planning For Change
Improving employee well-being starts with a commitment to change. Assess your current situation, outline your development plans, cost them, and get management buy-in if applicable. Develop resourced and time-driven plans, launch your strategy with staff, and regularly review and adapt it. Remember, communication and conversations with staff are crucial for success.
Ways To Promote Well-Being
There are hundreds of ways to promote well-being in your setting, and the options you choose will depend on your budget, preferences and staff. For example, there’s no point in setting up a running club to promote fitness if everyone would rather go swimming!
Relationships – good relationships are key to a happy workplace. Encourage a culture of two-way communication and responsibility for well-being. Employee assistance programs (EAPs) provide confidential counselling for workplace or personal problems. Develop good employee-manager relationships and listen to employees’ concerns.
Work/Life Balance – promote policies that encourage a healthy work/life balance. Consider flexibility in work schedules, adequate staffing levels, provision for emergencies, and opportunities for unpaid leave or volunteering.
Career Development – recognise and reward good work, support career development, and have regular conversations about personal goals. Consider training, mentoring, volunteering schemes, and planning for retirement.
Social Interactions – foster social interactions through regular social time, buddy systems, social committees, challenges, and after-work sports clubs. Encourage activities that help staff build strong relationships.
Workplace Environment – create a comfortable workspace with room for breaks, green spaces, healthy snack options, and clean facilities. Offer amenities like exercise classes, and wellness programs.
Mental Health – protect good mental health by promoting stress-reducing activities. Offer an understanding and supportive approach for staff struggling with mental health issues. Promote mental health awareness, an open culture, mentoring programs, and time off for medical appointments.
Physical Health and Fitness – encourage physical activity through subsidised fitness schemes, cycle-to-work days, charity runs, and health check-ups. Be mindful not to dictate personal lives and get staff buy-in for health initiatives.
Benefits Packages, Apps, and Paid-for Options – offer popular perks such as discounted gym memberships, healthcare, meditation apps, and retail vouchers. Use reward cards to let employees choose their rewards.
