A recent University of Oxford report has found that well-being – defined in the study as self-reported job satisfaction, purpose, happiness, and stress – is associated with profitability and organisational performance. It’s not hard to imagine why; people who are satisfied in their roles and organisations, who feel their job gives them purpose and provide stability will feel motivated to work effectively, think creatively and collaboratively and will be more invested in their organisation’s performance.
Over the past few years, well-being at work has become a hot-button issue with many organisations investing in well-being programmes. However, as we face increasing economic insecurity, these well-being programmes are the first to hit the cutting room floor. This approach is counter-productive, facing external economic pressures a colleague who now faces job insecurity, greater responsibility and pressure from work without comprehensive support structures in place will perform poorly, be more likely to make mistakes and fail to develop. Long-term investment in employee well-being is essential to organisational sustainability and growth.
How can you build a culture that promotes well-being?
Flexible working
Research from Britain’s Healthiest Workplace shows employees who are able to adopt flexible working patterns have the highest levels of job satisfaction, the lowest loss of productivity days, and better mental health than non-hybrid workers. Considering flexible working based on your employees’ needs reduces the stress of balancing a busy work-life schedule and ensures that colleagues can set stronger boundaries allowing them to focus on work during designated working hours and fully refresh during their downtime.
Flexible and hybrid working options are particularly beneficial to women, who are often expected to take on a greater share of care responsibilities outside of work and people with disabilities with flexible working allowing colleagues to better manage their health needs.Skills and knowledge
A better understanding of mental health issues, how to talk about them, how to recognise them and how to support colleagues is hugely important. Mental health and well-being training allow colleagues to better manage their own mental health reducing burn-out and fostering a culture of understanding.
Data and reporting
Implementing well-being strategy is not a perfect-science and will take a consider approach to your organisations specific needs. Regular surveys and reporting allows you to understand the effects of your initatives, how your colleagues feel about the changes to their working lives and what gaps you may still have to close.
An Inclusive Culture
An inclusive culture is the foundation of a strong well-being support system. Employees who feel respected, included and like there is a fair and equitable chance to succeed will perform better and develop further. Building an inclusive culture is not an overnight fix – it takes a comprehensive approach to your EDI strategy with a holistic view of your organisation.
