Our guide to building a culture of wellbeing at work
Wellness in the workplace is the most important aspect to get right, especially more than ever when recovering from the pandemic physically and mentally regardless of whether you’ve been affected by Covid-19 or not. It is very important for employers to consistently evaluate the work environment to ensure they are meeting the employee’s perception of the company’s culture.
According to entrepreneur.com ‘50% of employees consider that the stress of leaders makes them harmful or ineffective at work’.
Calling all senior execs, how can we put our words into action? This part is paramount in getting right as when senior management failing to stay true to their works can result in employee dissatisfaction and lead to distrust in the company.
Before building a successful culture of wellbeing, it’s helpful to know the benefits it can bring to your company:
- Reduce employee absenteeism
- Create a happy workplace
- Boost productivity and motivation in the team and individually
- Retain and attract talent
- Increased employee engagement
Ways to prevent this and encourage a culture of wellbeing can be:
1) Ensure Senior Leaders act as supportive role models.
This is an important step for employees to understanding that their leadership team do care about their wellbeing and that they are valued at all levels in the business.
2) Understand and effectively communicate your employee’s needs.
It’s key to have regular conversations with your employees to understand what would improve the quality of their working life. This could mean touching on topics like, any problems or concerns that come up during the day and how they can be more supported.
3)Utilise the feedback you receive, don’t just ‘make note of it’, ensure you’re implementing this into your consistently adapted strategy.
For example, employees tend to have increased work productivity when their mental health is taken care of. However, physical, and financial health are also aspects not to be taken lightly as they all have a collateral effect on each other.
At TechNET CXO we have adopted a 4-day working week in a bid to increase productivity and eliminate burnouts as well as a private healthcare plan with Vitality after your first three months with us. It doesn’t end there, we also make sure to have time for team building activities including Go-Karting, Paintballing, and days out at the races. Lastly reduced screentime for our top billers means overseas incentive trips, to destinations such as Marbella, Las Vegas, and the Alps.
4) Spin the negative feedback and make everyone know about the constructive changes.
5) Make sure line managers are trained and ready to support.
This can also mean making sure managers have advice on how they can have these chats with the team.
