The definition of wellbeing…… “the state of being comfortable, healthy or happy”

BUT is this what people really mean when they talk about “Wellbeing”?

There is a confusing proliferation of items talked about under the umbrella of “Wellbeing issues”. CIPD research shows that the main risks to employee health are now psychological, with mental ill-health and stress being two of the top three causes of long-term absences.

If you are an employer, you should be paying close attention to this as this could seriously damage the health of your business, you also have a duty of care for the physical and mental health and wellbeing of your workforce.

So, what can you do about it?

Woman Thinking


Be observant


If you are in the office, take a look around. If you are at home think about the last Team’s call you had with your colleagues. How is everyone looking?

Are there signs that people are feeling tired, short-tempered and stressed with each other or are they just quiet and not talking to each other at all?

Perhaps, people working from home have forgotten how to interact with their colleagues, do they leave their cameras off in meetings? Maybe some are reluctant to return to the office at all after months of working from home.


Make wellbeing part of your culture


Wellbeing should be part of “the way you do things” in your day-to-day operations.

If you are consistent and your people see that you are genuinely serious about their wellbeing then this should increase employee engagement, which will ultimately help your company to succeed. A simple step to show you care is just to ask people how they are….and listen carefully to their answer.


Listening post


Training


Train supervisors and line managers to lead as well as manage people. It is still too frequently the case that people are promoted into supervisory roles due to technical competence and don’t receive any training in how to lead.

This one step can improve your business which are much broader than just wellbeing. The relationship that employees have with their boss is key to how they feel about their employer, which directly affects how well they will perform and crucially, whether they will stay.


Direction


Do your managers give their teams clear direction, divide the work fairly, so that it is manageable for all and give people regular, constructive, helpful feedback on their performance?

Do they know when to be flexible with their team and when to step in to offer support?

By giving your people good managers and good work you will undoubtedly improve your chance of holding onto them as well as improving your businesses performance. You will be helping to keep them comfortable, healthy and happy, so everyone wins.


Direction post


Here’s what we can do


Excelarate would be delighted to teach you how to coach and develop your line managers to become effective leaders. We can also help you analyse your business to ensure you make good decisions and focus your attention on the areas which will give you maximum benefit.

We can help you with policies and procedures to ensure you stay on the right side of the law and will provide you with bespoke recommendations to fit your business and your budget.

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