Improve wellbeing at work

It should come as no surprise that when employees feel at their best, they perform at their best. We come to work to work, but at the end of the day, we’re human beings, not machines. When we feel overwhelmed, confused or overlooked, tell-tale signs show themselves in our productivity and performance. When left unchecked, these signs of stress and poor wellbeing often result in absenteeism, disengagement and burn out.  

It’s easy to see, therefore, why employee wellbeing is more important and hotly discussed than ever before. Our employees are the force that keeps our companies running smoothly. If we don’t make concerted steps to improve wellbeing at work, our employees take note. If wellbeing isn’t a priority at your company, they might just jump ship to a competitor who will provide a healthier employee experience. 

So, to avoid high employee turnover, leaders need to be empathetic and pro-active, putting into place meaningful and effective steps to improve wellbeing at work. Below are our top five strategies we recommend implementing. 

Explore our employee wellbeing guide to bring about authentic change 

1. Encourage autonomy in your employees 

Our top tip to combat poor mental health is to give employees more control over how they do their work. Research has shown that when employees have limited discretion over how they perform their responsibilities, it can not only have a negative impact on their mental health, but it can also affect them physically, increasing their risk of heart disease. This is exacerbated when employees are within roles with high work demands but low job control. Conversely, employees with greater perceived control generally enjoy lower blood pressure and lower levels of the stress hormone cortisol. 

Even small levels of autonomy at work can make a difference in employee wellbeing, so offer it where possible. Allow them to do their work how and when they want, within reason, and as long as they are hitting their goals. The benefits can be powerful, including increased job satisfaction, higher levels of morale and enhanced productivity as employees can prioritise tasks based on their judgement and work at their own pace.  

The good news is that the stats are promising. According to our extensive data, we can reveal that 79% of employees in the private sector feel they have the autonomy to get on with their job in a way that suits them. Work is still needed in this area, but this is promising data.

2. Promote flexibility where you can 

Closely linked to autonomy, allowing employees more flexibility over their work schedules can significantly reduce stress and increase job satisfaction. According to Psychology Today, flexible work lowers depression rates and flexible work arrangements have been linked to reduced mental health issues. 

Obviously, hybrid working is a fantastic example of flexible working, but there are other options to consider. Simply permitting flexible work start and end times and supporting easier trading of shifts for on-site roles can hugely improve wellbeing at work. A good example of this is the hybrid and flexible work research by O.C. Tanner Global Culture Report, where results show works who have flexibility in where and how they work demonstrated a 41% increase in likelihood of engagement and are 71% more likely to stay at their company for the long-term. 

3. Empower employees to participate and speak up  

Employee voices matter — so give them the opportunity to be heard. Encourage them to participate in workplace improvements and innovations. When employees feel empowered and encouraged to be involved in wider decisions that have an impact on them, the benefits can be incredible; employees experience an increased sense of belonging and satisfaction that keeps them loyal to their company. 

As a great illustration, we can look to a famous study of doctors, physician assistants and nurse practitioners. This study found that those who were invited to take part in a structured process of identifying and addressing problems in their workplace demonstrated decreased rates of burnout and increased job satisfaction. Employees who were given the opportunity to problem solve together were also less likely to report wanting to leave their jobs, which has the potential to tackle the current challenges in talent retention. 

Giving employees a voice is certainly an area where we can stand to improve in the UK. Our data suggests that only 65% of private sector employees feel their opinions are sought on decisions that affect their work.

One fantastic way to show employees that you value their opinions and insights is to carry out employee surveys. Surveys show you’re listening and, when you act upon the results, demonstrate you’re a company of action. You care about the employee experience at your company and you want to continually improve. 

4. Cultivate a sense of belonging 

When it comes to improving wellbeing at work, you can’t forget about the power of social relationships. Creating a work culture where employees can develop open and supportive relationships with their colleagues helps employees to feel part of a tribe. This sense of feeling part of something bigger than themselves, as part of a group they can trust, provides a sense of meaning and comfort that supports healthy wellbeing. 

Several studies have shown that having such relationships at work are associated with lower psychological distress, which is an indicator of poor mental health. On the other hand, employees who feel they like and trust their coworkers feel they can breathe easier and perform better. 

Organisations can aim to create opportunities for employees to connect in order to improve wellbeing at work. Regular team building activities, social gatherings and group projects are all great options. Just as no two workplace cultures are alike, what works for one organisation won’t work for another, so take the time to figure out what will work for you and your team.   

 5. Implement effective tools and management support 

It’s hard to get work done if you don’t have the right support at your disposal. Work quality dips, as does employee mental health. Employees tend to feel added pressure and strain when they’re asked to perform and achieve, despite the lack of adequate tools. Thankfully, this is an easy fix – simply providing employees with what they need, when they need it, can make the world of difference.  

Whether it be planners, digital apps and collaboration tools, or the latest software, providing the right tools can help employees manage their tasks more efficiently. But management should also consider implementing rules, best practices and standards to provide a great foundation for optimal mental health. 

Encouraging practices such as task prioritisation, taking regular breaks and breaking down larger projects into smaller, manageable steps can reduce stress and help employees stay focused.  Most agile, forward-thinking businesses also introduce regular check-ins and catchups, to show employees they are supported and heard. The impact managers can have on employee mental health is profound. In fact, it’s been shown that managers impact employee mental health as much as their spouse – so a good employer-employee relationship is essential. 

It’s easy for wellbeing efforts to be sidelined, especially when focus largely needs to be on the bottom line. The business needs to stay afloat. But an investment in employee wellbeing ensures that your business thrives in the long-term, driven by dedicated, engaged and healthy individuals. 

To improve wellbeing at work, it’s a wise move to be armed with data. Discover what you’re doing well, where you could improve and receive actionable steps to move you forward, provided by experts. Enquire about an staff wellbeing survey today.