Of course it is, but we would say that, wouldn’t we?
So why do we think this is the case? Keep reading to find out why we believe wellbeing is fundamental to sustained good performance in every organisation and why W + E = P.
It’s Become Quite Trendy!
This is a ‘slur’ we’ve heard levelled at wellbeing and to be honest, in some cases with good reason.
Thankfully, wellbeing is much higher on most businesses’ agenda these days and there is much more acceptance that it’s a genuinely important topic worthy of investment and dialogue.
However, as with many things, if it’s approached in a tokenistic way or as a ‘tick box’ exercise, it undoubtedly lessens the value.
For example, let’s take Mental Health First Aiders.
We’ve probably all heard of them and have a good understanding of what they do, but they will have very little impact on the wellbeing of your whole workforce in isolation.
However, when implemented into an organisation as part of a considered ‘strategy’ or approach, when they are complemented by other initiatives, benefits, services and approaches, then they can be amazingly helpful and have incredibly positive impact.
Is a Wellbeing Strategy really necessary?
Adam Davey, Director at Petaurum HR commented:
“In my HR career, I’ve long since held the view that if you look after your people (ensuring their physical, mental and financial wellbeing is all in good shape) and you provide them with meaningful work that they enjoy, there really is only one inevitable outcome and that’s better, sustained performance – which has to be good news for every business!”
In other words, looking after the wellbeing of your workforce (which is all about removing their barriers to sustained attendance, motivation and performance) is an investment, not just a ‘nice thing to do’.
Following this logic, the next question is how can you make this happen? How do you set about creating a wellbeing culture?
Trying to keep to our ‘straightforward’ mantra, we’ve condensed this into our 5 Top Tips:
1. Encourage conversations about wellbeing
It’s ok not to be ok sometimes and the sooner this is accepted and understood, the sooner steps can be taken to get things (physical / mental / financial health) back on track.
Many of us have a default response when asked if we’re ok… “yes, I’m fine thanks, how are you”. Sound familiar? Call it a defence mechanism, stiff upper lip or whatever you want.
As a business owner / MD, if your team has issues, it’s inevitable that to a greater or lesser extent these will affect their performance. Open up conversations, make work a comfortable space to talk and do what you can to help or encourage them to help themselves.
2. Know where to find help
Find out local sources of support and help so you can signpost colleagues when they need it. The Money and Pensions Service, Citizens Advice and Pensions Wise are all free services.
Or you may choose to invest either in an Employee Assistance Programme, a Wellbeing support platform or perhaps just deal with individual issues as and when they arise. Have information at your fingertips so you can be supportive and act quickly if you need to.
3. Encourage education and training
Understanding of an issue helps enormously both in terms of dealing with a situation when it arises and also in terms of being able to take proactive, preventative steps to avoid that situation arising in the first place.
Whether it’s providing access to a wide range and depth of resource and information such as provided by various wellbeing platforms, organising lunchtime talks or even more formal training, such as Mental Health First Aid, as part of a wider programme of activity – all will have a positive impact on your wellbeing culture.
4. Lead by example and look after your own wellbeing
How can you look after your team if you don’t look after yourself? Prioritise your wellbeing and build this into your schedule.
Take control of your working hours, spend time offline, stay present, prioritise and be prepared to say “no” or “not yet” and take regular exercise. There are no medals for burnout – set the example for your team to follow.
5. Organise time out or pause points
Can you remember back to the first Covid lockdown when the world seemed to stop? We would go out for our 1 hour’s permitted exercise and there was peace and tranquillity – a real connection with nature.
How good did it feel? Try to replicate that, both individually and collectively. Escape for a lunchtime walk with colleagues in the local area, get some fresh air and reconnect with the outdoors – it’s amazing how much better you will feel!
We’ve written quite a few articles in the past providing other practical tips and hints, which we’ve detailed here for anyone that wants to read on:
· Open the Blinds on Wellbeing in the Workplace
· The Importance of Mental Wellbeing at Work
· A Basic Guide for Managers: Addressing Mental Wellbeing in the Workplace
· Five Ways to Improve Staff Wellbeing
· The Great Resignation – Do Employee benefits Really Work?
· Mind Matters: Maintaining Mental Health at Work (part 1)
· Mind Matters: Maintaining Mental Health at Work (part 2)
Hopefully this explains why we feel so strongly that wellbeing is much more than a buzzword. Without it, there are no people truly capable of delivering your vision.
Sound interesting? If you want to know more or just fancy a chat, please don’t hesitate to get in touch.