It is Global Wellness Day 2024 this Saturday, a reminder that wellbeing encompasses far more than just physical health. In fact, Gallup’s comprehensive definition of wellbeing includes five universal elements: Career, Community, Social, Financial, and Physical. Where does employee wellbeing fit in?
So, it would seem that doing what you like every day in a supportive environment makes a difference to your wellbeing. Yet, the working practices of many organisations do not seem to encourage employee wellness.
Research by Stanford University’s Jeffrey Pfeffer identified ten prevalent sources of workplace stress, including shift work, long working hours, job insecurity, work-life conflicts, low job control, high work demands, and lack of support. They discovered that these stressors contribute to approximately 120,000 deaths annually in the U.S.
Additionally, a study by Oxford University’s William Fleming found that most workplace wellbeing interventions, such as stress management and mindfulness classes, and wellbeing apps, had minimal impact on employee wellbeing or job satisfaction. So, what can be done to genuinely enhance workplace wellbeing?
5 Strategies for Enhancing Employee Wellbeing
1. Streamline Bureaucracy and Foster Psychological Safety:
Research by Birkbeck’s Kevin Teoh and Rashi Dhensa-Kahlon on employee wellbeing interventions in the NHS (National Health Service) provides valuable insights. Their findings emphasise the importance of reducing bureaucratic procedures, shortening meetings, optimising staff rotas, and fostering psychological safety in teams.
2. Invest in Middle Managers:
Research on how bosses influence the quality of employees’ lives highlights the link between manager competency and employee wellbeing. It would seem a crucial strategy for improving workplace wellbeing is to enhance the quality of frontline managers. Investing in middle managers through proper training can eliminate ineffective leadership and create a supportive work environment, leading to better employee wellbeing.
3. Create a Human Centric, Strength-based Culture:
Adopting a strengths-based approach to the entire employee experience can help to foster a culture of continuous development, employees are more likely to feel valued and engaged. This strategy not only enhances personal growth but also contributes to overall organisational success.
4. Establish a Culture of Trust:
Trust is a foundational element of a healthy workplace. Leaders should prioritise transparency, consistent communication, and integrity. Building trust involves being reliable, fair, and showing genuine concern for employees’ wellbeing. A culture of trust encourages employees to voice concerns, suggest improvements, and feel secure in their roles.
5. Integrate Wellbeing into Career Development Conversations:
Finally, maybe it is time to stop shying away from conversations around wellbeing and instead bring it into the discussions around career development discussions. By considering an employee’s holistic needs when planning professional development, we can ensure that career growth does not come at the expense of personal wellbeing.
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By prioritising the development of competent, empathetic middle managers and implementing a holistic approach to employee wellbeing, organisations can create a healthier, more productive work environment. Happy Global Wellness Day 2024!
