For many years, the word health in the workplace has been associated with meeting ‘health and safety’ standards; however, it is fast becoming a workplace buzzword with many employers reaping the benefits of promoting health and wellbeing in the workplace.
Why should you do it?
An employee’s health and wellbeing is increasingly being linked to their levels of motivation and productivity at work, therefore, common sense would suggest promoting employee wellbeing in the workplace can only be beneficial. With findings from the Office of National Statistics such as 1 in 6 deaths occurring whilst people are still of working age, it is never too soon to promote a healthy environment in your workplace.
According to the Government sponsored Occupational Health Service, Fit for Work, it’s all about “taking steps to help your employees improve their own general health and wellbeing at work”. They highlight in addition that those steps don’t have to be giant ones; the smallest of changes or initiatives can have the desired impact.
What could you do?
Firstly, look at small changes that you could make which would promote a healthier culture. For example, have you ever considered replacing that tray of doughnuts with a bowl of fruit, or swapping the vending machine for a water cooler? You could also think about initiatives that promote fitness within the workplace. For example, setting a step-o-meter challenge for your employees, or organising a running club.
What support is available?
There is an entire calendar of nationwide campaign weeks or specific days that are targeted to raise awareness of common illnesses and conditions that could be impacting your employees on a daily basis. Take a look at the schedule here.
Whilst you might decide from a resource perspective not to recognise all events in the calendar it could provide you with a framework around which you could build your initial strategy and ideas of the types of initiatives you could tap into as a quick win.
However, there are other aspects of your employee’s wellbeing that should be considered and could help improve the culture within your organisation which could have positive benefits. For example, have you considered the impact of the working environment or whether there is a culture of open and transparent communication? Are your managers effectively leading your teams and does everybody have a voice within the organisation? The culture of your organisation could have a detrimental effect on your employees’ mental wellbeing if it isn’t a positive one and might ultimately determine how productive they might be on a daily basis.
There’s lots to think about…
Whilst all of the above suggestions may seem very distinct from one another, they can all play their part and it’s also important to note that there is no “one size fits all” approach. Your health and wellbeing strategy should be based on the characteristics and culture of your business and people.
Who should be responsible?
Every individual has a vested interest in their own wellbeing at work, however, as an employer; there is a certain amount of responsibility on your shoulders to lead this. Employee health and wellbeing should be a key item on your agenda, no matter the size of your organisation or how small or large a focus you place on it.
Perhaps you could assign an interested employee to lead on engaging the rest of the workforce and to design and initiate ideas, or place the ownership on the whole of the team, asking them to provide ideas and embark on different activities. Whatever you decide, it is clear that promoting a healthier workforce has benefits for all.