These are vital components of a well-rounded employee wellbeing programme

Company wellbeing programs have evolved from the traditional approach of focusing on the physical aspect of health to the more recent approach of the mental element. The rise in the inclusion of effective mental well-being policies and practices proves more companies are looking at the psychological aspects of health and well-being at work. But less emphasis is placed on financial health. Centering your wellbeing strategy on just one aspect might not tackle all the things involved with an employee’s life and happiness.

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Research shows money worries can contribute directly to employee mental stress, and the financially stressed are more likely to suffer conditions such as fatigue and heart attacks as well as alcohol and drug abuse.

It looks like a no-brainer – healthy employees are less likely to take sick days and more likely to be focused and engaged in their work. But, it’s essential for employers and employees alike to understand how these different components of wellness influence one another.

The key to a well-rounded, successful employee wellbeing programme is knowing what benefits to offer and learning how to connect all these components together.

Physical
The mind and the body are linked. Helping your employees take care of their body is a powerful first step towards maintaining a balance between their mental and emotional health.

There are different ways to reward employees for looking after their physical health. Introducing apps like vitality and earthmiles can reward employees with points for activities such as walking, cycling and running, or for taking part in individual or group challenges related to areas such as sleep, stress and financial wellbeing. These points can then be exchanged for health-related items such as gym discounts, cheaper trainers and healthy food.

Other ways include using flex schemes like cycle to work, gym memberships and wellness subsidy.

Mental
Mental health is a massive issue, inside and outside of the workplace, and it’s considered an employer’s obligation to ensure they’re providing enough support for their employees - if and when they feel the need to use it.

Employee Assistance Programme (EAP)
EAPs are often provided free with Group life insurance or Group Health Insurance (Permanent Health insurance). It’s vital to communicate EAPs with employees and integrate them into the wider mental health and wellbeing strategy. This is best achieved by regular communication with staff about the programme and what it supports, placing this at the forefront of health and well-being discussions and making it obvious that they’re there for a number of reasons, not just mental health, but also including:
Financial
Legal
Relationship
Health
Apps
Mental health apps are becoming popular. Apps such as SPILL can help employees with techniques such as mindfulness, managing stress and anxiety or how to deal with loss and major life changes.
Private Medical Insurance
Another way to support employees with mental health but at a premium. It’s not always the easiest of topics to talk about, and sometimes the reason people don’t seek help is because they are unsure of where to go. And if they do, relying on the NHS could mean waiting for a treatment that could require immediate specialist expertise.

Highlighting what’s available through this employer funded benefit can help employees seek the help they need in a much quicker time frame when they need it most.
Mental awareness training
It’s now becoming more common in the workplace for managers and senior staff to have training on mental health. This ensures they’re not only able to deal with any mental health issues that may arise with members of their team but they can also support them in the right manner. Training managers with this skillset might also help them identify when members of their team may be struggling with mental health issues, but are either not aware themselves or are not happy to disclose this information in the workplace.

Financial Wellbeing
Reducing the stress felt by some employees about their personal financial situation could mean fewer sick days. But to help your employees, you need to know what areas they want help with and their priorities. Is it debt, budgeting, building a house deposit, or perhaps saving for children?

Find out by asking them. Once you know their needs, you can put together a financial education programme to address them.

Typical sessions that work well are:

Debt management programmes
Short and long term savings plans
Retirement and investment planning.

Whatever you opt for, it’s important you follow up afterwards. That way, you can find out if you’ve made a difference. You can choose to partner with an expert company that provides financial education or do it all by yourself.

Wellbeing will always be a hot topic across our organisations. But building a joined-up approach will deliver far more results in keeping the workplace full of healthy, happy employees, who can do their best work.

The author is Hayley Jones – Workplace Benefits Consultant, HL Workplace.

This article is provided by Hargreaves Lansdown.