Does your company tend to prioritize profits over the well-being of your employees? If so chances are that your employees feel like a cog in a machine that is slowly burning them out.
Unfortunately, it’s not all that uncommon for companies to strive for more profits, while the people who make this happen become an afterthought. If employees don’t feel well, happy, energized, and motivated to perform, then… You’ll have a hard time achieving those profits.
The good thing is that you’re not alone and if you’re ready for a change I’m here to guide you through the process. In this blog post, I’ll take you through the basics and the definition of employee well-being. We’ll look at how investing in employee well-being can benefit your business, and provide you with some proven tips to implement successful employee well-being and mental health programs.
Employee Well-being & Mental Health Definition
So, what is exactly employee well-being & mental health?
According to the Department of Health and Social Care, well-being refers to: “feeling good and functioning well and comprises each individual’s experience of their life and a comparison of life circumstances with social norms and values.”
Mental health is “a state of well-being in which an individual realizes his or her own abilities, copes with the normal stresses of life, works productively, and can make a contribution to his or her community.”
Traditionally, the term employee well-being has often been translated by employers into specific initiatives that are unlikely to be part of a cohesive well-being strategy or linked to the organization’s overall business strategy. But employee health is not just about (one-off) initiatives; it’s about aspiring to position their well-being as a continuous thread that runs through every operational decision, a cultural lens that guides everything you do and how you do it – in business terms, a systems approach.
The Benefits of Employee Wellbeing and Mental Health
Decades of research in organizational psychology have shown time and time again that employee well-being and mental health are undoubtedly important for the overall success of any company. Most studies conclude that when employees feel that their well-being matters to the organization, they become more motivated and engaged in their work, put in extra effort, and go above and beyond to achieve their goals. This in turn leads to increased productivity and overall performance.
I have gathered here some of the most prominent research findings in employee well-being and mental health:
- According to research from Harvard Business Review, “employees who feel that their organization cares about their health and them as people are more likely to be engaged in their work.”
- A study by the Mental Health Foundation found that employees who feel happy at work are more likely to have higher levels of job satisfaction than those who don’t.
- A study by Willis Towers Watson found that companies with high engagement scores had lower rates of absenteeism and sick leaves than those who didn’t. This, in turn, led to a more stable and loyal workforce, as well as decreased hiring or placement costs.
Core Findings:
You don’t have to break the bank to see results. Instead of going all out with fancy benefits that people will stop using after a while, you need to focus on doing the right things that fulfill your employees’ psychological needs and really motivate them from the inside out. This is the key to unlocking a workforce that’s fired up and ready to take on anything. Let’s explore how you can get it done!
Common Challenges of Investing in Employee Wellbeing and Mental Health
I get it! Transforming your workplace into a healthier environment may appear intimidating at first glance. However, with the right strategies to tackle the common obstacles, integrating wellness programs can be a seamless process. Here’s what you need to look out for:
Resistance to Change
One of the biggest challenges of investing in employee well-being and mental health is resistance to change. Employees may be resistant to new initiatives or may be hesitant to engage in programs that are seen as intrusive or overly personal. This can make it difficult for you to get buy-in from employees and can limit the effectiveness of your well-being programs.
To overcome resistance to change, you need to be transparent about your intentions and clearly communicate the benefits of your well-being initiatives to employees. You’ll also find it very helpful to involve employees in the development of well-being programs to ensure that your programs are fit for purpose and employees accept them as their own (since they’re the co-creators).
Lack of Resources
Launching an employee well-being and mental health program requires resources. While financial investments are not necessary for successful wellness programs, you’ll still need to invest time and assign a dedicated person to coordinate your initiatives.
If you have limited resources or no previous experience implementing well-being programs, then you’ll love our ready-made step-by-step templates. Check out our fully editable well-being and mental health bundles, toolkits, surveys, and more here.
Stigma
Mental health stigma can be a significant barrier to investing in employee well-being and mental health. Employees may be hesitant to seek help for mental health issues due to fear of discrimination or negative consequences.
To overcome this challenge, you need to create a culture of openness and support around mental health. This can involve training managers to recognize and respond to mental health concerns, providing access to mental health resources, and promoting a non-judgmental and supportive workplace culture. Additionally, you can offer employees access to trusted and experienced professionals as part of Employee Assistance Programs.
Tips for Implementing Employee Wellbeing and Mental Health Programs
Before you get started with implementing employee well-being and mental health programs, check out our quick tips and best practices to help you lay the foundation for a successful program launch.
- Assess employee needs: Before implementing any programs, it’s important to assess the needs of your employees. To do this you need to ask employees the right questions to get the right answers and develop programs that address the root causes of poor employee health. Download our ready-made psychology-backed employee well-being and mental health survey.
- Provide education and resources: Provide education and resources to your employees to help them understand the importance of mental health and well-being. This can be done by developing two-way internal employee communication and information exchange channels (e.g. dedicated intranet page, MS Teams / Slack channel, etc.).
- Create a supportive culture with the help of your leaders: Leaders set the tone for the organization’s culture and values. When leaders prioritize employee well-being and mental health, it sends a message that these are important values for the organization as a whole. Supportive leaders should encourage open communication, which helps employees feel comfortable discussing mental health concerns and build trust.
- Offer Employee Assistance Programs (EAPs): Employee Assistance Programs (EAPs) provide confidential counseling and support to employees who may be struggling with mental health issues. These programs can help employees get the support they need and improve their overall well-being. Click here to check out our live 24/7 pocket coach led by psychologists.
Got questions or need support with creating a healthier workplace? Then I would love to hear from you! E-Mail me directly at stavy@workunlocked.com or book a free 30-minute call with me!
Have a great day at work!
