Investing in a workplace wellbeing programme is vital for building a healthy workforce but also in driving organisational success. They improve employees’ stress levels, productivity and in the long run, can reduce turnover.
LHH research shows that 72% of workers globally are contemplating their future career plans at least every 3 months. So, with employees thinking about their next steps regularly, the onus is on employers to implement successful workplace wellbeing programmes that engage and retain employees, drives morale and in turn, productivity.
Implementing the right support
A successful workplace wellbeing programme is one that supports all employees, no matter if they are office-based, hybrid or fully remote. It should address employee concerns, offering support such as improved work-life balance and flexible working patterns, employee assistance programmes/mental health support, mentoring sessions, private healthcare, and gym memberships.
That said, there is no ‘one size fits all’ approach to the right wellbeing programme for your organisation as it needs to be genuinely of value to employees. In order to cultivate the right workplace wellbeing programme, HR leaders need to have open discussions and poll employees as to what benefits matter most to them, and action those learnings.
In the current climate however, offering mental health support should be high on the agenda for HR leaders when planning workplace wellbeing programmes. Recent research found that, globally, over a quarter (28%) of workers response to burnout in their team was considering leaving their employer. To address burnout head on, providing confidential mental health support, as part of a wellbeing programme, provides employees with an external space to talk, outside of their catch ups with their line managers.
Burnout affects all levels, and it can impact employees’ ability and confidence when it comes to performing their role as they ordinarily could, and can leave them feeling lethargic and uncertain about their career development.
Engaging the C-Suite
In order to promote a culture of wellbeing, the C-Suite needs to be engaged and proactively pushing workplace wellbeing programmes. This can be as easy as mentioning in all-staff meetings and emails. By leading by example, employees will feel more inclined to seek support from programmes, as they need.
With such a competitive job market, having workplace wellbeing programmes that are successful and have senior backing can be crucial when it comes to both retaining staff, and attracting new talent. Talent are looking at the benefits available to them, as well as the opportunities available as globally, 51% of workers who have decided to stay in their roles are doing so under the condition of career progression and upskilling. The more positive an impression, the more likely talent will stick.
Workplace wellbeing programmes go hand in hand with career development and progression. In the current climate, HR leaders need to ensure that they are promoting a culture where employees feel like they can maximise their skillset to progress in their field or pick up new skills to expand into a different department at the organisation. Where employees feel like they are being supported, morale is boosted and employees feel more inclined to invest in their work, and in turn, the organisation.
What success looks like
With increased productivity, business leaders have increased confidence in HR teams as they can see the impact first-hand. The more that the business can see the positive impact of HR programmes on the workforce, the more involvement in high-level decision-making HR teams could have. The more successful a workplace wellbeing programme and improved employee morale is, the more likely it is that HR leaders will have bountiful budgets to continue to grow their benefits offering.
Outside of financial renumeration and the opportunity to learn new skills, benefits are a top reason why employees choose the right employer for them. In polling and having honest discussions with current employees around what matters most to them, HR leaders can ensure that the workplace is as attractive as possible, fixing any issues and prioritising areas for development.
When it comes to measuring the success of a support offered to employees through workplace wellbeing programmes, it can be as simple as tracking absenteeism versus the year before, how many employees are taking advantage of flexible working patterns, or just keeping abreast of the latest wellbeing trends and expectations. These insights can be fed back into wellbeing programmes to ensure that benefits are evolving in line with employees’ expectations.
Workplace wellbeing programmes make an organisation inherently more attractive to employees and future employees. Offering support such as flexible working and the opportunity to benefit from mentoring ensures that employees feel content in their roles, and able to progress within the organisation. Critically, in investing in workplace wellbeing programmes, HR leaders are able to show their value to the C-Suite and look to grow the department, and organisation further.
