Things you’re getting wrong with your workplace wellbeing strategy

Has your business upped the ante on workplace wellness since the pandemic hit yet you continue to have disengaged employees, a high absence rate and an ever-growing staff turnover?

You’re not the only one. CIPD data has found that although 77% of organisations are actively promoting good mental wellbeing, only half of them feel that the work being done is effective.

To us, this screams out that your employee wellbeing strategy isn’t quite right. Here’s some of the key reasons why businesses are failing to maintain a happy, healthy workforce…

Guessing what your people want

Can you guess what we’re thinking right now? No, and you can’t guess what your people are thinking either. When it comes to employee wellbeing there is no one-size-fits-all, each and every staff member has different needs that will completely differ to yours.

So, how do you find out exactly what those needs are? Online tools like anonymous wellbeing questionnaires are a quick and effective way to gather actionable insights on key aspects such as health, relationships, security, environment and purpose to help inform your 2022 workplace wellbeing strategy.

And once you’ve gathered that initial data it doesn’t stop there. Employee’s needs are constantly shifting meaning employers must regularly monitor and evaluate the success of wellbeing initiatives, ensuring that they are actually making a difference.

Copying what other businesses are doing

For some organisations, wellbeing initiatives are considered a simple box-ticking exercise. Harsh, but unfortunately true. From seeing big-name brands offering their people incentives like free fitness classes, office fruit and mental health awareness training, employers can automatically assume that they need to provide the exact same to keep ahead. But in reality, it could set them back.

As mentioned above, employers must do the groundwork and find out whether YOUR people would benefit from such initiatives or whether other perks like cycle to work schemes, financial wellbeing resources and flexi-time would be more beneficial.

Of course these are just examples but you get the gist. Staff wellbeing needs to be completely TAILORED to the organisation and its people.

Investing in the wrong things

A new report from Bupa Global has found that UK businesses are set to up their spending on employee mental health and wellbeing by as much as 18% next year, but is that being spent in the right places?

Instead of diving straight in and investing in the likes of mindfulness, fitness sessions and office fruit supplies, employers need to start by looking inwards at how their organisation's processes and culture may be impacting their staff’s mental health in the first place.

According to research, the key areas where businesses should be spending in 2022 include new job roles to support mental health, upskilling HR staff and managers and paid mental health sick days.

Leaders failing to lead by example

Business leaders we want to know, do you actively participate in your organisation’s wellness initiatives and are you prepared to talk about mental health? If your answer is no, that’s where you’re going wrong.

Leaders need to model healthy behaviours for staff to feel like they can comfortably do the same. We’re talking about taking regular holidays, keeping communication to working hours only and being honest about your own wellbeing. By creating a psychologically safe workplace where your people feel seen, heard and valued you can build a sustainable, thriving workforce.

Wondering where your workplace is going wrong? Get in touch for a chat on how we can help you to create a winning workforce wellbeing strategy in 2022.