How Can Managers Support Employee Wellbeing?
The modern workplace can place huge demands on employees.
Some employees put their health last when balancing work and personal matters at home. And, as a result, they’re already on the road to burnout. In worst-case scenarios, some workers may be forced to take sick leave if their mental health deteriorates. However, it’s often managers who have the closest connection to their employees and can offer critical support when challenges come up.
Why is employee well-being so important?
Decreases absences
One of the main reasons employees take time off from work is due to stress.
Research from CIPD indicates that 76% of organisations revealed that stress resulted in employee absenteeism over the past year. In more serious situations, workers might feel they have no choice but to seek other job opportunities.
Organisations can sustain low absenteeism by promoting a safe and positive culture. In doing so, they have a greater likelihood of retaining their best talent for many years.
To learn more about creating a positive company, read our article: How to improve company culture: Strategies for Lasting Improvement
Meets legal and ethical responsibilities
Under UK health and safety law (specifically the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999), organisations have a duty of care to protect staff from work-related stress and unsafe environments that could be worsened by their role. Failing to meet these laws can lead to legal claims.
On a more ethical level, though, businesses should treat employees as people, and not just resources to keep the cogs turning in the wheel. Managers should make reasonable adjustments where needed and step in to address issues that cause an employee upset or harm.
Improves your company’s reputation
Your employer brand is as significant to your company as your goods and services.
Although job titles and salaries are always a draw, many job seekers (particularly millennials and Gen Z) are becoming more attracted to organisations that show an element of compassion towards their employees.
Performing your duty of care
Protecting the health and safety of their employees is both a legal and moral obligation for employers. As a result, workers should never reach the point where they’re unable to handle impossible workloads. By this time, they’ll already be experiencing severe anxiety and burnout. Managers must fulfil their duty of care and identify areas that require adjustment for the well-being of their team.
HR’s role in employee wellbeing
Listening to employees’ needs
Listening is the first step in promoting employee well-being.
All too frequently, organisations implement general wellness initiatives without knowing what their employees truly need. And not surprisingly, those attempts are unsuccessful.
HR can set the example by establishing transparent avenues for criticism. Anonymous well-being surveys are effective, or even focus groups to speak openly about challenges.
Instruct supervisors on promoting mental health
Managers are frequently the first to observe behavioural changes in employees, such as stress and exhaustion. The topic of mental health was a real taboo many years ago, but considering the recent surge in anxiety and depression rates, managers must now take action to address these problems.
HR facilitates the normalisation of these hard-hitting discussions by opening with questions such as “How are you managing your current workload?” or even, “Are there any personal obligations we should take into account for your workload this week?”
Provide flexible work arrangements
Flexible working gives employees greater control over where and how they work. Compressed work weeks and hybrid working are just a few examples that have been adopted by small and global corporations. Many find that having job flexibility allows them to manage childcare, arrange essential medical appointments, or just take time out for self-care, without the guilt.
HR can closely collaborate with managers to grasp the requirements of various teams through flexible work policies. Initially, it would be wise to test programmes and keep improving strategies based on what proves most effective.
Nurtures solidarity
Research shows that having positive relationships with coworkers can improve general well-being. And the good news is that it doesn’t have to be costly. Everybody wants to feel appreciated for their hard efforts. All it takes is simple recognition.
Employees who are rarely acknowledged may feel inadequate in their roles. It can lead to unrealistic striving, which increases their risk of burnout by nearly 50%.
It’s crucial to create a culture where employees are shown gratitude regularly (rather than only when they hit targets). Since managers aren’t always able to witness the positive things that employees do, it’s a great idea to encourage colleagues to recognise one another’s achievements too.
Change internal policies
A review of your current policies is essential to uncover where your support systems might be falling short. HR services can often do this for you, followed by creating a wellbeing strategy that meets the real needs of your staff. This strategy might include:
- Introducing Employee Assistance Programmes (EAPs)
- Training internal ‘mental health champions’ who can be a go-to for colleagues
- Helping you create reasonable policy adjustments
- Building mental health awareness campaigns
Boost employee wellbeing with Trusted HR
Prioritising employee well-being is not something that just happens. It calls for consistent dedication and the appropriate direction.
At Trusted HR, we work closely with businesses to build strategies that prioritise mental health in the workplace. We assist companies in making wellbeing a central component of their operations.
From developing programmes that accurately represent the needs of employees, through to influencing policies that promote mental health. We also assist leaders in fostering candid discussions about wellbeing and make sure your team always feels appreciated, heard, and supported.
Contact us today for a free consultation. We’d be delighted to help you make your workplace a happier and healthier place to be.
