The outside world has been upended in the past year+. The pandemic has created a major shift in working practices and has increased incidences of anxiety, depression and loneliness. The number of adults suffering from some form of depression during the pandemic has doubled With remote working becoming the norm, organisations need to reconsider their approach to best support a remote workforce to maintain wellbeing, build resilience and create a sense of community in a virtual world.

The solution should not be about investing in or redesigning one wellbeing initiative after another, but carefully tailoring your approach to the needs of your workforce. In the right environment, organisations can drive authentic and sustainable behavioural changes to improve wellbeing.

HRO’3 Top 3 Tips for where to focus: In order to generate ROI, your employees must be at the centre of your wellbeing strategy.

1. Ensure your policies are fit

Do your existing policies meet the current and future needs of your business? Are they fit for a COVID world and do they accommodate today’s health needs? Do they support flexibility and new ways of working? Are your workplace policies up-to-date and inclusive of your entire workforce? Are they easily accessible? Do they reflect your culture and values? Accommodating your employees evolving needs will future-proof your business against unexpected and unprecedented heath and economic trials and tribulations.

2. Listen to your employees. Review your benefit offerings.

Office perks are no longer relevant as many now work remotely. To remain of value to employees, organisations must rethink the range of benefits that they offer and the way in which they are delivered. Let your staff guide you as to how holistic they feel your offering is, and gain clarity on what they think is missing. Does it provide ongoing support? Is it disjointed or connected? Do you practice what you preach e.g. if you encourage staff to get active during the working day, do shift schedule patterns allow for this? Are your benefits being utilised? Can you redesign or recommunicate benefits, so they remain relevant to employees and are accessible remotely?

3. Foster a resilient leadership and culture

Employees have heightened concerns about job security due to this period of social and economic uncertainty so you should be double checking that you are regularly keeping employees (including those on furlough) up to date with company news. Do you still celebrate birthdays, team successes and company milestones? Empathy must be at the heart of your leadership. Are you flexible and compassionate when your employees need you to be? Do you ask your employees if they feel listened to and informed?

When you combine a strong leadership with a resilient culture, your Company will have the power to establish a well-connected, motivated and agile workforce that works together to achieve competitiveness and prosperity.

Is it worth the time and financial Investment?

Wholeheartedly – yes! Research shows every £1 spent on workplace health initiatives produces a return on investment (ROI) of between £2 and £34.8.

Just some of the ROI to be realised include:

  • Employee wellbeing is a fundamental component of business continuity.
    Protect your human capital Strengthen the relationship between business and people performance
  • Create a positive, forward-thinking culture
    Boost engagement and generate energy to grow your business in the future
  • Increase productivity
    Minimise burnout and increase motivation to receive a substantial ROI
  • Reduce the cost of ill health
    Lower sickness absence and presenteeism in your organisation
  • Build an agile workforce
    Create the conditions that enable employees to be resilient, flexible and responsive to change

If you would like support auditing and bringing to life your wellbeing strategy contact hello@HROptimisation.co.uk

 

 

 

Hannah Powell