How much focus do you put on wellbeing in the workplace?

You may think that, as an employer, you have little to do with the wellbeing of your workforce. Apart from the obvious and ensuring their safety at work, do you really need to think too much about the every day happiness of your employees? Actually, studies have shown that wellbeing has a massive impact on workplace performance.

FTSE 100 companies that prioritise employee engagement and wellbeing outperform the rest of the FTSE 100 by 10%. A recent MIND guide to workplace wellbeing said that these top companies, by supporting staff wellbeing, “reap the benefits through enhanced morale, loyalty, commitment, innovation, productivity and profitability”.

A GOV.UK study also found the same benefits from improving wellbeing, and said that job satisfaction shows a strong and positive link with workplace performance.

So, to get the very best out of your organisation, it makes sense to adopt practices to increase the wellbeing of your staff.

How can you improve wellbeing for your workforce?

Acas defines wellbeing as covering several aspects of the way people feel about their lives, including their jobs, and their relationships with the people around them:

“There will be different factors that influence wellbeing at an individual level, but detailed analysis of a wide range of research studies has suggested that there are 11 key factors for increasing wellbeing to boost performance in general. The research suggests that employers who are able to focus effort on a number of these areas should be able to increase wellbeing.”

These factors are:

  • Autonomy over how employees do their job, giving them a level of independence about how they work, including involvement in decision making.
  • Variety in the task they undertake.
  • The significance of the roles they have, and it’s perceived value in society
  • Clear expectations of their job and feedback, including inductions, terms and conditions and appraisals.
  • Trained line managers offering supportive supervision.
  • Positive interpersonal contact with other people.
  • The opportunity to use and develop skills
  • A sense of physical security, safety at work practices and a pleasant work environment.
  • A sense of job security and clear career prospects
  • A fair workplace, therefore one free of bullying and with effective procedures for grievances or other problems
  • Higher pay is a factor. However, Acas states that this relationship depends not only on the absolute level of pay but how this compares with pay of other workers.

How can you achieve higher levels of wellbeing in your workplace?

It’s clear from looking at these factors that the main way to achieve them, and increase wellbeing for your staff, is through communication. Good processes, training and procedures, and engagement from staff at all levels, will go a long way to creating a better workplace. Encouraging staff to come forward with ideas about their role, tasks and goals, giving them independence and strong relationships with others in the workforce are also part of this communication.

If you need more support increasing the wellbeing or your workplace or putting into place procedures that encourage better communication and engagement, contact me today.




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