Addressing the mental health of your organisation and its employees may seem like a daunting prospect, but deeper examination will be of benefit in the long run. Hosting yoga sessions or arranging team away days will show some commitment to improving wellbeing but there is much more to a wellbeing strategy than these sticking plaster solutions. Here we outline what a wellbeing strategy is and the business case for implementing one.
What is it?
A comprehensive strategy will cover the physical, psychological and financial wellbeing of your staff. Being unique to each business, the strategy can lay out how to support employees in these aspects of their work life, both in the short and long-term.
Thinking about your overall business objectives will help inform the strategy. For instance, it might be right for your organisation to promote any health initiatives available to staff or you might focus more on supporting the personal growth of individuals. Either way, looking after the overall wellbeing of staff is at the heart.
Why does your business need one?
Some businesses may be put off because the benefits can be tricky to evaluate. However, given that we know mental ill health is the leading cause of sickness absence from work, it makes business sense to introduce preventative measures. In so doing, the entire organisation shifts to a healthier culture which boosts productivity and performance.
There are many more reasons to develop a robust mental health strategy, including:
- The process encourages employee engagement and participation, making staff feel valued.
- Demonstrating that you prioritise wellbeing attracts top talent.
- Compliance with recognised business standards around wellbeing, such as the ISO 45003.
- Reduces absenteeism and presenteeism (staff continuing to work when unwell).
- Improves morale, relationships and builds resilience across the organisation.
If you are looking to get a wellbeing strategy off the ground then start having that conversation with senior leadership. Once they view wellbeing as a business priority, the discussion can extend to your employees, asking them how they can feel better supported to fulfil their roles.
Ready to take the next step? Please get in touch to have a chat about how we can help. We’d love to hear from you!