How long has the word ‘wellbeing’ been flying around, dominating our attention? Feels like forever. We live in a world now where we are so exhausted, distracted and stressed that we have all been forced to lean in to establish some kind of balance in our lives. And so we should. We each deserve that balance and our minds and bodies are crying out for it.

But what does it really mean to you as a business owner or as an employee? I know many businesses who view the whole subject of wellbeing in the workplace very differently, so can there be a blanket approach to something as important as our wellbeing, especially when you consider the various interpretations and attitudes? Surely it comes down to the needs of the individual and what’s right for them? 

Fundamentally, I feel it has to translate to a genuine care for those people you employ and their overall happiness. Throwing the word ‘happiness’ in can be a little misleading; after all, none of us can be happy all the time – we’re human so it’s impossible to remain in a constant state of anything, let alone happiness. But wellbeing encapsulates so many things, from health to mindset, to job satisfaction and relationships; and when most of these areas of our lives are ok, we feel good most of the time. 

So, for any business looking at the wellbeing of their staff and considering implementing a wellbeing programme, surely the answer is to start with knowing your people and understanding them better. They will all have very different needs and issues, not to mention personality styles, and whilst that might feel like a lot of hard work, it really is the only way to work out how you can demonstrate a genuine interest in their wellbeing. If my mother was very sick or my home life was turned upside down by divorce, then surely as an employer you should have some awareness of this and demonstrate compassion and understanding?

So, where do you start? You start with conversation, that’s where. You start by creating a culture of conversation and compassion within your business that encourages and allows your people to feel heard and understood. Having a wellbeing programme in place should never be a box ticking exercise. It’s not a statement on your business profile, it’s a motive and should form an on-going part of your company values and ethos. Putting your people first is the wisest investment in your business you will ever make. 

Every business wants a happy, healthy, efficient, motivated team, and of course there are many ways in which you can achieve that, from Coaching and CPD, to away days and team drinks. But Wellbeing incorporates our mental and physical fitness and employers don’t always recognise the part they can play in that. Just giving someone a secure job, a wage and a few perks isn’t enough to create a loyal, dedicated team. Likewise, saying you have a Wellbeing Programme in place, doesn’t mean that all members of staff will feel valued and appreciated. 

If you manage and treat your people in a way that’s aligned to your values, that will be very apparent in the way you invest in them. Wellbeing in the workplace must be transparent through actions, not words, but even those actions need to be carefully considered and thoughtfully placed.

Developing a Wellbeing Strategy. 

Start by recognising that every single member of your team is your business. Without them, you don’t have a business. Start by LISTENING. Listening to your staff, understanding what makes them tick – whether that’s time to go for a run or walk the dog with a later start to their day, this may be exactly what they need to give you the best of themselves.

Personal Development Plans are a great way for businesses to recognise the individual needs of their team. In the same way you should carry out a regular appraisal, you should discuss their personal wellbeing and identify their individual needs. There may be issues that are impacting their performance and it’s wise to make it your business to know about that, if of course, they are happy to disclose it. A PDP is a way of bringing all of this together and seeing the person as an individual, rather than just another employee.

Set aside a realistic budget per person. In the same way you set a budget for advertising, marketing or client Christmas presents, you need to consider an annual amount for individual staff wellbeing, as well as a general Wellbeing Programme.

Treat staff as individuals. Don’t prescribe a one-size fits all approach.

A more bespoke approach that offers flexibility, trust and genuine interest in their wellbeing will enhance loyalty and performance. So, if someone is suffering from insomnia, make it easy for them to come in later and leave later, BUT don’t ignore the cause – make it your job to find out why they have insomnia and ask them how you can support them. Long-term solutions rarely come from quick fix policies and quite often, all people need is to feel heard and understood, to then seek their own solutions.

Consider your resources. Many of your existing team could potentially look at ways to improve the team’s communication or office environment, which can improve their working conditions. Many will know someone, or enjoy sourcing a speaker to come in and do a free talk on various topics, like Improving Desk Posture | Desk Stretches for the Busy Desk Bound Office Worker | Mindfulness in the Workplace | Productivity Breaks etc. Getting everyone involved in their own Wellbeing empowers them to take ownership and engages them all on a different level.

Introduce plant life. Ask every member of the team to choose a plant for their desk and name it. You’d be surprised at the impact plants have on mental wellbeing. Have a rota of ‘bring your Dog to work day’. Offices enjoy a greater sense of calm when there’s a four-legged furry friend around to stroke! 

Encourage staff to become mental health first aiders, to create a network of support for those who need it. Talk openly about Mental Fitness in the same way you would Physical Fitness. Make it part of the normal Wellbeing Narrative, not something’s that’s taboo or stigmatised.

What if the NHS invested in more prescriptive therapies and treatments like sports therapy, hypnotherapy, coaching etc, instead of prescription drugs –  think of the billions they’d save! So, how about businesses taking a more prescriptive and holistic approach to their employees needs – within reason, obviously – the results would more than outweigh the investment. There’s no point offering a team-building day on quad bikes to someone with a bad back who would benefit from remedial massage therapy more! 

There are some amazing companies that offer wellbeing packages now, from yoga and massage, to talks on resilience and confidence. Staff get to choose from a Wellbeing Menu and book something for themselves once a month, in addition to talks and team building exercises. Don’t give people reasons to take time off unwell, give them solutions for improved health and mental fitness.

The Happiness Index, a company that measures the happiness of your team through data collection, helps you identify ways to improve working conditions, team relations and staff loyalty. They’ve proven a happy team makes for a more successful business. 

So whether you think you’re doing well or not, you need to look around you and ask “how happy are the people I employ and how can I improve on that?”