5 top tips on a physical wellbeing strategy for flexible working
The way people work has changed significantly since the Covid-19 pandemic, with remote, hybrid and flexible working now more commonplace. This has brought different health risks associated with more time spent working from home, which is affecting the type of wellbeing support that employer’s offer.
Prior to Covid-19, the focus for physical wellbeing was solely on movement, steps and encouraging people to take more exercise. But this has changed. Remote working during the lockdowns brought into the mix an increase in musculoskeletal (MSK) conditions, as well as mental health concerns.
According to Nuffield Health’s Healthier Nation Index 2022, more than one-third of adults had taken time off work due to neck or back pain, with more than two-thirds of remote workers also reporting aches and pains.
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Health and Safety Executive figures show that musculoskeletal disorders accounted for 27% of all new and long-standing cases of work-related ill health in 2021/22, second only to stress, depression and anxiety (51%).
As a consequence, there has been a transition to employers offering more physical wellbeing support around ergonomics such as funding chairs for people working at home and offering advice on setting up desk areas for optimum comfort.
Employers are also increasingly offering guidance on the importance of taking regular breaks, nutrition and what a healthier lifestyle looks like. Looking after mental wellbeing is a priority too, with employers recognising that mental and physical health is fundamentally linked.
The basics of sleep quality, exercise and diet are high or medium risk factors for most businesses and can contribute to more serious health issues over time such as obesity, diabetes and high blood pressure.
Addressing these, along with issues such as MSK, requires a wider focus on overall wellbeing, which includes an understanding that poor sleep could be caused by stress, back pain or no exercise, and bad nutrition due to poor mental wellbeing or lack of knowledge.
Tailoring wellbeing to the needs of the workforce is therefore key. Below are five tips to help businesses design a robust wellbeing strategy:
1. Understand employee needs
The starting point should be discovering the physical wellbeing challenges employees face. Without this information, any support offered could be a waste of money and fail to inspire or engage employees. Understanding the workforce also means more relevant wellbeing decisions will be made based on need, age groups, gender split and culture, as well as where people are working.
2. Analyse employee data
A data-led approach enables companies to understand their employees, their organisation and specific wellbeing needs. Wellbeing strategies must be evidence-based to engage employees, change behaviour and make the best use of budgets.
However, while most companies have reams of employee data, they probably don’t have the capability to analyse it and gain meaningful insight. We recommend working with a wellbeing consultancy who are experts in analysing data and can offer advice on designing a wellbeing strategy.
3. Look at national health issues
Employers should keep abreast of what is happening generally in the population as this is likely to affect their workforce too. For example, the latest ONS statistics suggest around two million people suffered symptoms of long Covid-19 for at least 12 weeks after infection, with 35 to 69-year-olds most affected.
Repetitive strain injuries and MSK conditions, as well as stress and burnout are also common concerns today. Knowing what is affecting people can help drive employers to offer support and guidance sooner to help prevent problems escalating across the workforce.
4. Listen to employees
Knowing what employees want is vital and that means asking them through surveys or focus groups. Employers shouldn’t just assume they know what kind of wellbeing support their workforce wants. Changing behaviour to promote good physical health such as encouraging more exercise or better nutrition needs to be subtle and engaging. But it must be based on facts, not guesswork.
5. Think about communication
Finally, consider how to communicate the wellbeing strategy and support available. There is little point going to great lengths putting together initiatives, advice and support if no one knows about them. Ask employees what communication they prefer and remember different age groups may vary. People need to know what support there is but won’t want to be dictated to by an employer, especially about lifestyle issues, so thinking carefully how best to reach people is important.
What next?
Taking action to review physical wellbeing strategies and ensure they are still fit for purpose is highly recommended especially with more people hybrid-working and spending time away from a traditional working environment. Understanding the wellbeing issues employees face and introducing a diverse range of programmes and initiatives can help support people’s physical wellbeing and reduce the long-term risks to a business.
In partnership with Howden Employee Benefits & Wellbeing
Howden provides insurance broking, risk management and claims consulting services, globally. We work with clients of all sizes to provide dedicated employee benefits & wellbeing consultancy.
