Mindset | Staffing | Uncategorized | Wellbeing

Five Practical Steps to Boost Workplace Wellbeing

In a previous blog we discussed how workplace wellbeing can be a tool for success…or the opposite, if employees feel undervalued, stressed and mentally exhausted from either work or home life. 

The argument was clear, apart from taking care of employees mental health being the right thing to do, there is an undeniable link between business success and employee happiness within a business. 

If you’re keen to act but unsure of where to start, we’ve laid out 5 simple steps to start your employee wellbeing journey. 

Step 1. Create a Wellbeing Champion 

Everybody needs to be onboard, from MDs to the newest recruits, to create a culture of wellbeing. Organisations that pay lip-service to wellbeing are soon found out to be poor employees who struggle to retain exceptional talent. This isn’t about buying pizza on a Friday afternoon. It’s about embedding inclusive practices that allow employees to feel heard, supported and valued within your business.  

Appoint a dedicated Wellbeing Champion as part of your management team, ensuring your wellbeing initiatives resonate at every organisational level. Communicate who your wellbeing champion (or champions!) are so that all employees know there is a point of contact for further information and ensure that your wellbeing policies and support information is freely and easily available to all. A great starting point is to make it part of the onboarding process for new staff. 

Step 2. Provide an impartial point of contact 

Too often, employees are scared to speak up and admit that there is a problem. This can cause issues to spiral, and employees to feel even more isolated and stressed. More than half of the people (2060) surveyed in a Populus Poll for Mind (March, 2013) with a diagnosed mental health condition had not told their boss. 

By establishing a confidential and impartial channel for expressing concerns, you empower your staff to voice their struggles without fear of reprisal. Our suggestions are: 

  • Peer support or buddy schemes that encourage openness 
  • Use anonymous software to report issues so that employees feel safe in having a voice, such as iTrust. The iTrust app encourages a safe ‘speak-up’ culture, enabling employees to submit anonymous opinion and feedback, which can then be analysed. If you’re a CH4B member you can find out more by logging into the members hub. If not, email us to find out more.

Step 3. Outsource wellbeing assistance 

Mental health is affected by so many factors from work life to home life, friendships to illness, financial security and more. You can help by giving employees a support package that they can turn to in privacy, and it doesn’t have to cost the earth. 

360 Wellbeing offers access to GPs, a 24-hour mental health support line, and benefits for employees and their families, such as discounted gym memberships, as well as legal and debt advice. It’s just £3.99 per month, per employee. 

Step 4. Promote financial security 

The UK’s ‘cost of living crisis’ has become a phrase used daily in the media and it’s well known that the spiraling costs of everyday essentials such as food, fuel and utilities are caused financial strain in many households. 

Over 1.5 million people in the UK are suffering debt and mental health problems, and 45% of 25 to 34 year old employees cite financial pressure as a cause of stress (The Workplace Health Report, 2023). 

What can employers do to help? 

Ensure your pay scales are competitive and consider whether you are paying a ‘fair’ wage for each job role in your business. Are pay rates above minimum wage? Are they a living wage? Have you benchmarked wages for each role against other organisations, or national averages? Are annual increases in pay in line with the rising cost of living? 

This is a complex topic to assess, but vitally important to ensure that employees feel valued in the workplace and reduce financial pressure outside of the workplace. For tailored advice, CH4B’s membership hub connects you with expert partners to navigate these financial challenges effectively. 

Step 5. Analyse and adapt 

Developing a positive workplace culture is an ongoing process. How do you really know if you have a healthy wellbeing culture in your business if you’re not asking your employees? 

Regularly solicit feedback through anonymous surveys, staff forums, review meetings or via polls to gauge the effectiveness of your initiatives. Use this data to continually refine your strategies, demonstrating a commitment to real and impactful change. 

Don’t forget to tell ALL staff what you’ve done, and what you plan to do in future to create a cohesive working environment where everyone feels valued. 

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Steps to workplace wellbeing-2

Five Practical Steps to Boost Workplace Wellbeing

In a previous blog we discussed how workplace wellbeing can be a tool for success…or the opposite, if employees feel undervalued, stressed and mentally exhausted from either work or home life. 

The argument was clear, apart from taking care of employees mental health being the right thing to do, there is an undeniable link between business success and employee happiness within a business. 

If you’re keen to act but unsure of where to start, we’ve laid out 5 simple steps to start your employee wellbeing journey. 

Step 1. Create a Wellbeing Champion 

Everybody needs to be onboard, from MDs to the newest recruits, to create a culture of wellbeing. Organisations that pay lip-service to wellbeing are soon found out to be poor employees who struggle to retain exceptional talent. This isn’t about buying pizza on a Friday afternoon. It’s about embedding inclusive practices that allow employees to feel heard, supported and valued within your business.  

Appoint a dedicated Wellbeing Champion as part of your management team, ensuring your wellbeing initiatives resonate at every organisational level. Communicate who your wellbeing champion (or champions!) are so that all employees know there is a point of contact for further information and ensure that your wellbeing policies and support information is freely and easily available to all. A great starting point is to make it part of the onboarding process for new staff. 

Step 2. Provide an impartial point of contact 

Too often, employees are scared to speak up and admit that there is a problem. This can cause issues to spiral, and employees to feel even more isolated and stressed. More than half of the people (2060) surveyed in a Populus Poll for Mind (March, 2013) with a diagnosed mental health condition had not told their boss. 

By establishing a confidential and impartial channel for expressing concerns, you empower your staff to voice their struggles without fear of reprisal. Our suggestions are: 

  • Peer support or buddy schemes that encourage openness 
  • Use anonymous software to report issues so that employees feel safe in having a voice, such as iTrust. The iTrust app encourages a safe ‘speak-up’ culture, enabling employees to submit anonymous opinion and feedback, which can then be analysed. If you’re a CH4B member you can find out more by logging into the members hub. If not, email us to find out more.

Step 3. Outsource wellbeing assistance 

Mental health is affected by so many factors from work life to home life, friendships to illness, financial security and more. You can help by giving employees a support package that they can turn to in privacy, and it doesn’t have to cost the earth. 

360 Wellbeing offers access to GPs, a 24-hour mental health support line, and benefits for employees and their families, such as discounted gym memberships, as well as legal and debt advice. It’s just £3.99 per month, per employee. 

Step 4. Promote financial security 

The UK’s ‘cost of living crisis’ has become a phrase used daily in the media and it’s well known that the spiraling costs of everyday essentials such as food, fuel and utilities are caused financial strain in many households. 

Over 1.5 million people in the UK are suffering debt and mental health problems, and 45% of 25 to 34 year old employees cite financial pressure as a cause of stress (The Workplace Health Report, 2023). 

What can employers do to help? 

Ensure your pay scales are competitive and consider whether you are paying a ‘fair’ wage for each job role in your business. Are pay rates above minimum wage? Are they a living wage? Have you benchmarked wages for each role against other organisations, or national averages? Are annual increases in pay in line with the rising cost of living? 

This is a complex topic to assess, but vitally important to ensure that employees feel valued in the workplace and reduce financial pressure outside of the workplace. For tailored advice, CH4B’s membership hub connects you with expert partners to navigate these financial challenges effectively. 

Step 5. Analyse and adapt 

Developing a positive workplace culture is an ongoing process. How do you really know if you have a healthy wellbeing culture in your business if you’re not asking your employees? 

Regularly solicit feedback through anonymous surveys, staff forums, review meetings or via polls to gauge the effectiveness of your initiatives. Use this data to continually refine your strategies, demonstrating a commitment to real and impactful change. 

Don’t forget to tell ALL staff what you’ve done, and what you plan to do in future to create a cohesive working environment where everyone feels valued.