Barriers to workplace wellbeing and five tips to overcome them
The Covid-19 pandemic has brought the importance of mental health further into the light. Now, more than ever, it’s time for employers to recognise the barriers to workplace wellbeing. What hinders it, what helps it. And how we can overcome the seemingly invisible obstacles to a thriving workplace culture.
Improving workplace wellbeing can be a complex and vigorous process. But the benefits by far outweigh the efforts required. Health Assured’s breadth of data shows that wellbeing interventions can provide a:
- 35% decrease in presenteeism
- 35% decrease in workplace distress
- 20% increase in life satisfaction.
Businesses rely on their staff to survive – and thrive. For a business to succeed, workplace wellbeing is essential. That’s why it is critical employers begin to break down the barriers to workplace wellbeing and overcome them one by one. Let’s look at three of the biggest culprits.
1. Awareness
Lack of awareness is always the first barrier. Mental health comes with a stigma that’s hard to shift. In recent years that stigma has started to break down. Yet, conversations in the workplace tend to be behind the times, separated from other areas of life. That said, studies by BMC Public Health (2018) show that most people spend almost two-thirds of their waking hours in the workplace. So if anything, wellbeing is even more important at work, than anywhere else. For the most part though, mental wellbeing is unacknowledged, overlooked and underestimated in the workplace.
2. Priorities
Where does mental health sit on the list of priorities in your workplace? Chances are, it’s not your first port of call. It’s easy to let things that don’t directly contribute towards your business goals slip by the wayside. So it's understandable that organisations invest time in BAU activities, achieving business goals and making a commercial profit. However, it’s also important to understand that workplace wellbeing can have a significant impact on these things. A lack of urgency can be one of the biggest barriers.
3. Cost
There’s a perception that investment in employee wellbeing is expensive, with pricey insurance plans, costly initiatives and expensive interventions. However, that doesn’t need to be the case. Much of the drive towards workplace wellbeing can come from businesses internally, which we’ll discuss in the next section. But even external support doesn't have to be expensive. Research by the Employee Assistance Professionals Association shows that for every £1.00 spent on an employee assistance programme (EAP) in the UK, employers on average see a return on investment of £7.27. Your people are your business. Investing in them goes far beyond what the eyes can see.
Now we understand the barriers, let’s discuss effective approaches to overcoming them.
1. Early intervention
Improving the wellbeing of your workforce involves intervening – before there's a serious problem. Ensure people managers assess their team’s mental health in regular one-to-ones. Provide them with guidance on the signs that someone might be struggling. This is a key way to prevent burnout and reduce levels of long-term sickness.
2. Mental health training
We have physical first aiders in the workplace, we have fire wardens too. Having a mental health first aider can be just as crucial. More workplaces are now training designated staff members in mental health first aid. This course teaches people to identify, understand and help support a person at work who may need it.
The benefits are two-fold. Not only do you improve your mental health support in the workplace. You also offer employees the chance to develop new skills and boost their mental health in the process.
3. Implement a wellness team
Implementing a dedicated team to promote health and wellbeing can improve workplace culture. The team can hold dedicated awareness days, share information about mental health and provide support to those who need it. This can be a cost-effective way to raise awareness and reduce the stigma around mental health in the workplace.
4. Support mechanisms for employees who are struggling
Employees who are struggling at work may never speak up, for fear of judgement or embarrassment. This is where an external wellbeing provider could make a difference. It’s more low risk for people who are struggling to reach out and benefit from the support available. EAPs can often provide counselling interventions quickly. Much sooner than via a GP referral, and much cheaper than private practices. It means these services are much more accessible to employees—should they ever need them.
5. Wellbeing surveys
It’s great to make changes towards better employee wellbeing. But you’ll never know how well you’re doing if you don’t keep track of the results. All good journeys have a starting point. So it’s good to get a sense of direction with an initial wellbeing survey. Example questions could include: how would you describe the current approach to workplace wellbeing? Or what would you like to see more of to improve workplace wellbeing?
Make your wellbeing survey a monthly or quarterly occurrence. This way you can track your progress on the journey to workplace wellbeing.
This article is provided by Health Assured.
In partnership with Health Assured
Health Assured is the UK and Ireland's most trusted health and wellbeing network.
