Why wellbeing at work is essential

Whilst there is a significant shift in culture since I entered the skills space in 2001, there are still some parts of the commercial world that think that your personal life needs to be kept separate from your work. I still have previous colleagues’ voices echoing the phrase “leave your home life at the office door” and hear from many clients that there are pockets of the working world that still have this expectation. However, we can see time and time that our working lives are not a silo; it’s not a “place” that we go to, escaping “simulation style” into a new setting. The people that we work with and for bring can make or break our well-being; it’s not just a place where we earn money to carry on with the rest of our lives. Today I want to talk about why well-being at work is essential. 

 

During the COVID crisis, I was reassured by how many organizations came to me to request workshops for their staff; subjects included how to work from home and to create a great work-life balance. What was interesting, for me, was that most of these organizations were existing clients. They had already recognized the importance of supporting their staff through and my coaching was part of a package of support, usually being managed through either their HR or Training Department. As I watched the sector I was in, through channels including Twitter and LinkedIn, I could see a rise in conversations around mental wellbeing; from workshops to new initiatives, to people more open to sharing their stories, resources and needs. Now, in 2022, with a cost-of-living crisis and its implications, work is one of the places people should be able to trust to have their well-being at the centre of all the decisions. 

 

I hear every day the impact of being in a workplace that is supportive; somewhere that is psychologically safe, that are inclusive, diverse , open to change, fair and appreciates the unique value of each member of their staff. The organizations that make this work make sure that this is a companywide approach, not just a “pet project” run by certain team members at certain times of the year. I am sure we have all seen certain topics be high on the agenda during awareness weeks but disappear into the ether for the remainder of the year.

All anecdotal and research pieces have one overriding result. That focusing on the well-being of your staff helps across the board; from “increased resilience, better employee engagement, reduced sickness absence and higher performance and productivity”

 

However, it’s not just me saying that the support for well-being at work is patchy. A recent survey by CIPD, released in April 22 have had shown inconsistencies, including:

 

1. A reduction in management focus on health and wellbeing compared to the first year of the pandemic
2. An increase in the number of organisations moving to change presenteeism (especially in the work from home vs work from the office)
3. An increase in support for those working from home including encouraging movement breaks and innovative digital technologies.
4. Parity in their approach to a lifelong approach to wellbeing; including lifestyle needs through things like bereavement, pregnancy loss, chronic health conditions, menopause, and caring responsibilities. 

 

The consensus is that things are improving; however, if you are looking for some inspiration on where you can support your team, let me offer you the following two areas:

 

Terms & Conditions

Whilst terms and conditions are a legal requirement, and often considered an operational requirement, a thoughtfully created set of policies can significantly impact the well-being of your team. First, are you paying them correctly? Does their salary enable them to live the life they deserve? We all know the stress and anguish financial concerns can provide.  

In addition to this, look at the working conditions – agile working, outcome-based, flexible, remote, hybrid and part-time. All of these can enable your team to stay physically and mentally well. From reducing childcare costs as they can do the nursery or school run, to being able to take a walk away from their desk and get active at lunchtime, all of these contribute to their overall wellbeing. 

 

Complementary Values

The clients that I work with that are truly happy and healthy at work have something in common. They feel like their work supports their version of success. That the purpose and mission of the business is something that they feel proud of and involved in, and that they can “show up” as their full self to work. To share their aspirations, to learn and grow and have the capacity to be vulnerable and ask for help. 

This is noticed through actions; not words. So that includes being involved in the decisions that are made, being asked their opinions, a solution approach to problems and mistakes (not blame!) and seeing and (have noticed) the impact of their work. You can expand upon this by how you recruit, how you train, how you promote people and how you discuss issues. For example, do you signpost to a coach or mentor for parents returning to work? Do you have a resource or service that staff can turn to anonymously if they are having mental health concerns?  Does the team itself represent the world around them? 

 

Yes, I am here are a self-appointed professional that works in the space of wellbeing, but there is an untapped resource of information you can start with. Your team. When was the last time you gained feedback from them about what they needed? If you have the capacity, make this anonymous; understand what is working, where they are struggling and what they would want from you. Allow project teams to develop ideas themselves, you don’t have to work under a hierarchy where the most senior person innovates. 

You can undercover a need based on attraction, retention and productivity statistics, but let’s try another approach. Develop a well-being-based culture for one reason only. That it is the right thing to do. Just imagine the opportunities that could bring!

 

 

 

To find out more about how I help your team, book a call.