Good employee wellbeing is a crucial aspect of a successful and thriving workplace; when employees feel valued and supported, companies could benefit from reduced absence, improved retention, and better productivity.
Here are eleven effective ways to improve employee wellbeing:
1. Promote a work life balance
Our research shows that a quarter of employees are struggling to manage their work/life balance[1]; there is a clear need for companies to provide support in this area. Companies should encourage employees to maintain a healthy balance between their professional and personal lives. This can be achieved by implementing policies that support flexible working hours, remote work options, and adequate annual leave. By respecting your employees personal time, you can enable them to recharge – potentially reducing stress and associated risks.
2. Lead by example
Younger generations are more likely to struggle with their work/life balance than older generations within the workforce, and therefore it is important for visible leadership to help address this issue and define positive working behaviours. Leading by example fosters a positive work culture that feels authentic rather than akin to a box-ticking exercise. When business leaders prioritise their own wellbeing, embrace work-life balance, and demonstrate healthy habits, this top-down approach could encourage employees to do the same.
Senior business leaders should make it a point to take regular breaks, ensure they use their annual leave allocation, and maintain their own health and wellbeing to help set the cultural expectations within the workforce.
3. Offer Health and Wellbeing Programmes
Introducing health and wellbeing programmes that cater to the physical and mental health needs of employees should be high priority; nearly a third of employees want more support from their employer with their physical and mental health. This could include discounted gym memberships, in-house exercise classes, mental health days, and educational workshops on mental health management. Providing access to these resources demonstrates a commitment to their overall wellbeing.
4. Provide professional development opportunities
It’s important to invest in your employees’ growth by offering training programmes, workshops, and opportunities for career advancement. Although 40% of employees report receiving training as a benefit from their employer, 27% would like more support in this area. When employees see a clear path for their professional development, they feel more motivated and engaged, it will also benefit the organisation in the long-term.
5. Encourage taking breaks
Companies need to promote the importance of taking regular breaks throughout the workday. Encouraging employees to step away from their desks, take short walks, or engage in relaxation techniques which could enhance focus, creativity, and overall productivity. From a health and safety perspective, it is recommended by HSE that those working with display screen equipment should take a short break every hour rather than a longer break every couple of hours.
6. Implement employee recognition programmes
It’s important to recognise and reward employees for their hard work and achievements. Whether through formal awards, bonuses, or peer-to-peer recognition, showing appreciation can boost morale and fosters a positive culture.
7. Support Mental Health
Our Mind the Gap survey (2023) found that 24% of employees need more support with their mental health and this was one of the primary areas that would have a negative impact on an employee’s ability to be productive – 27% of employees worry about their mental health to the extent that it negatively impacts their work performance. Companies should address mental health openly and provide resources for employees to seek help when needed, such as an Employee Assistance Programme, cash plan or private medical insurance.
Additionally, companies can provide access to counselling services, create support groups, and train managers to recognise signs of mental health issues. Some of the triggers for mental health problems can include unmanageable workloads, job insecurity and unrealistic expectations[2].
8. Promote social connections and open communication
Encourage social interactions among employees through team-building activities, social events, and collaborative projects. Strong social connections at work can encourage teamwork and create a sense of community. Effective communication can help identify issues early and foster a culture of trust and transparency.
9. Offer financial wellbeing programmes
Companies can provide financial wellbeing programmes that offer education and resources on managing personal finances, budgeting, and planning for the future. Financial stress can significantly impact an employee’s overall wellbeing; over a third of employees would like more support from employers with their current finances[3], so helping them to manage their financial health can lead to reduced stress and increased job satisfaction.
![We often see that organisations put in place enhanced provision for pension support – above and beyond the support mandated through auto-enrolment legislation- but overlook current finances. Financial literacy in the UK is typically low[4] and so there is a real opportunity for companies to provide educational support for their employees, especially during tough economic times.](https://www.pib-eb.com/wp-content/uploads/2024/07/July-Quote-01-1.png)
10. Offer training to managers and senior leaders
Training managers in leadership, communication, and empathy equips them to better support their teams. Skilled managers can effectively address employee concerns, foster a positive work environment, and recognise signs of burnout. Line managers have a duty of care towards their team and can help support early intervention through appropriate signposting of available support.
11. Continually evaluate strategies in place
Our Wellbeing Revolution survey found that 46% of businesses don’t have accurate data to drive wellbeing decisions[5]. Companies must continually evaluate and adapt their strategies for improving employee wellbeing to meet evolving needs – and cater to diverse requirements within their employee population. A mix of data sources, such as claims data, focus groups and surveys, will help businesses build a full picture of employee needs and identify hidden – and future – risks. This data can then be used to create a baseline to assess the return on investment of proactive intervention.
[1] Wellbeing Revolution, 2024
[2] https://www.mind.org.uk/media-a/4662/resource3_howtopromotewellbeingfinal.pdf
[3] Mind the Gap Survey, 2023
[4] https://www.ftadviser.com/your-industry/2023/07/28/three-quarters-fall-below-financial-literacy-benchmark/
[5] Wellbeing Revolution, 2024