EMPLOYEE WELLBEING

INTRODUCTION

The heart of any organisation is its workers, employees are the creators and innovators of
new products and services, the driving force behind growing sales and strong customer
service. Productivity, retention, recruitment and organisation’s bottom line suffer when
employee wellbeing is inadequate.

Employees who are suffering does not just affect their work but work related mental health
issues can also impact their personal lives and overall health. They could have trouble
sleeping or maintain relationships, they may also feel anxious or depressed after they have
left work. Focusing on employee wellbeing and creating a positive work environment where
employees feel valued improves productivity, reduces turnover, fuels innovation, nurtures
customer retention, and drives revenue.

Fostering workplace wellbeing is not exclusively about career related mental health, it’s also
about caring for each employee holistically. If an employee is struggling outside of work, it is
important for them to know that they have support and resources from their employer to
navigate through whatever challenges they may be facing.

DEFINITION

Employee wellbeing refers to a professional’s holistic state of mental, emotional, and

Employee wellbeing includes five core components namely:

 Career wellbeing: the satisfaction people feel with work responsibilities and how
they spend their time at work.

 Social wellbeing: engaging in healthy, meaningful relationships with friends and

 Emotional Wellbeing: Organizations must assist their employees in coping with and
dealing with workplace issues. Long hours can have a negative impact on everyone.
The emphasis should be on frequent breaks to assist people. Recognizing mental
health at work should be the first step, as most companies do not do so.
  Financial wellbeing: being able to manage personal finances successfully.

 Physical wellbeing: having health and energy for basic functioning and
accomplishing task.

 Community wellbeing: having a connection with others and feeling a sense of

 Environment Wellbeing: Everyone is affected by their work environment.

Advantages of employee wellbeing

wellbeing is the bedrock of high performance work, a thriving workforce, and a successful
Employee business.

Employee wellbeing largely contributes to:

 Goal achievement: employee wellbeing boosts productivity and performance, when

 Higher employee morale: employees feel more competent and valued when their
needs are met at all levels, including physical, mental, and financial.

 Better talent: when a company has a good reputation in the market as an employer
who respects and supports work life balance, you’re more likely to attract skilled
candidates and retain your existing employees for longer periods.

 Decreased absenteeism and health care cost: Companies began to recognize that
preventing issues related to poor employee wellbeing, such as burnout, stress, and
illness, was more profitable than reacting to all of these issues after they occurred.
The employees' sedentary lifestyle, in particular, increases risk of diabetes, high blood
pressure, and other ailments. Therefore, employee happiness is linked to absence and
its cost to employers.
 Increased retention and engagement: Employees feel more connected, their health
improves, and their happiness rises as a result of implementing an employee
wellbeing programme. All of these elements contribute to a better degree of employee
engagement. Employee engagement, on the other hand, is influenced by employee
recognition and appropriate feedback processes. When seeking to improve employee
engagement in the firm, make use of a holistic approach.
Ways a good manager can improve employee wellbeing

 Support open communication about mental health: with anxiety and depression at
an all-time high, it’s important to acknowledge mental health concerns and build
corporate culture where employee mental health is prioritized.
 Shift perspectives on performance reviews: performance reviews can be stressful
for employees, especially if they aren’t meeting regularly with their managers to
discuss performance throughout the year. Managers can make performance reviews
less intimidating by building in regular checkpoints, ensuring they give praise when
necessary. They can also learn how to rephrase negative feedback into something that
will help employees grow.
 Implement an employee wellbeing program: wellness programs are policies and
practices that employers can do to support an employee’s wellbeing. Employers that
have implemented wellness programs report a decrease in absenteeism and an
increase in productivity. Wellness programs also improve employee morale, lead to
higher levels of employee’s engagement, and reduce stress. Examples of benefits
offered through wellness programs include:
 Flexible or hybrid work arrangements
 Paid time off for taking a mental health day
 Incentives for getting annual preventive health check ups
 Monthly wellness initiatives and contests, such as a step challenge
 Employee recognition for key services milestones and outstanding job
performance.
 Welcome feedback: there is often a disconnect between what managers think their
employees need and what employee actually need. Managers should ask the
employees what they need and follow up. Once feedback is received, employer should
take it into consideration.
 Balance work with play: while maintain workflow is essential for productivity, to
have energy for work, there must be time for play. Organizing mood boosting,
community building, and social gatherings, such as staff hikes or park picnics, gives
people a chance to recharge and reconnect.
 Health Screening: Giving the staff a health exam once a year is a wonderful method
to address any health issues they may have. It also improves the odds of preventing
infections by allowing them to be detected early on. Furthermore, scheduling multiple
 check-ups in a short period of time will likely increase the likelihood of the
employees visiting a doctor's office and taking care of their health.
 Health Insurance: Organisations should provide health insurance to the employees as
a benefit. What matters most is that employers offer employees a number of insurance
options from which they can choose the one that best meets their needs.
 Flexible Work Options: When employer offer flexible working hours or remote
work choices, it will help the employees achieve a better work-life balance.
Furthermore, given the growing popularity of remote work, this is one of the simplest
and most sought employee wellness benefits a company might provide.
 Financial Benefits: Many employees nowadays are looking for life insurance,
pension plans, or ways to pay off school loans. Assisting employees in making sound
financial decisions for their future might also make the employer more appealing.