20 Jan 2016

8 ways to implement health and wellbeing in the workplace

January is a time when health and wellbeing is the hot topic in companies throughout the UK. The term has become so frequently used it is easy to remember that health and wellbeing is more than just getting to the gym and feeling less stressed. We look at the different definitions of wellness and how these can be at the forefront of employer’s minds throughout 2016 and some of the steps employers can take to implement health and wellbeing in the workplace.

health and wellbeing

1) Remind staff about the employee assistance programme

If you happen to overhear that a member of staff is struggling then it could be time to remind people of the employee assistance programme you have in place.

EAP’s are not just for workplace stress. They cover a whole host of areas that can help employees who are struggling with any part of their health or wellbeing. By talking to an EAP provider in the first instance, they will get a balanced and impartial, low pressure, first wave of advice. Most benefits providers will be able to offer that service if you don’t have that in place already.

2) Encouraging physical wellness through gym membership

January is the time of year where most people are trying to work off the over indulgences of Christmas and join a gym. Don’t forget that most benefits providers will have discounted membership of gyms in their programme. If your voluntary benefits provider doesn’t offer it or you haven’t got it, speak to them and see what kind of a deal you can get. It is also a great benefit for people already using gyms because they will often save money.

3) Encouraging those less interested in fitness to get mobile with wearables

Not everyone is keen to go to the gym, or has the time or inclination. So what you could do is encourage them to be a bit more mobile in their day to day living.

One way you can easily do that is through promoting wearable technology. It provides an incentive and motivation for employees to do more. Speak to your benefits provider and see if you can get a deal to allow your staff to access wearable technology. Or even better, buy them for your staff.

4) If budget is lacking encourage staff to challenge each other

If there isn’t any money in the pot, or less of a desire to be so intrusive, then do something as simple as encouraging staff to challenge each other. Here at Personal Group, we have seen some people (very gently, and in a very joking fashion) encourage their colleague to take the stairs from the ground floor to the first floor meeting room.

Alternatively instead of having a coffee in the canteen or the office, why encourage staff to take a walk across the road to a coffee shop and enable them to put some steps in whilst they do it.

5) Keep an eye on mental wellness through regular one to ones

Statistically, and historically, this is one of the more depressing months of the year. We’ve had all the joy of Christmas and the holidays, and it's a while before the Easter break so it is a time to encourage staff to look forward and not back.

Often companies will implement one to ones and forget to have them regularly. So why don’t you take time, perhaps once a month, to spend a few moments asking how someone is. It can make all the difference in the world to making people feel good.

6) Encourage staff to book holidays or time off

One thing we are all keen to do is book our holidays as soon as we are back in the office after Christmas. Some people don’t take holidays in the first quarter of the year, but encourage them to book a day off even if it is one day in the first quarter, so they have something to look forward to.

7) Focus on the future

From a mental wellness point of view, it is a good thing to focus on the future. Our senior management team at Personal Group explain what they expect the business to be looking like at the half year (which for us, is the end of June). In doing that, it keeps staff focussed on how they can help the business look and feel like in six months time.

8) Remember financial wellness

This is often a difficult time of year for staff given the heavy expense of the previous couple of months. Depending on which survey you read, anything from 25-45% of the workforce will be feeling the strain financially.

Make a point of listening if you hear any of your team talking about some kind of financial discomfort.

There are a number of benefits providers who have created some quite innovative services that can help HRDs with their staff offering specific advice and help for individual circumstances such as these.

This article was provided by Personal Group.