Why 2024 is set to be the year of wellbeing support

Organisations need to take a forward-looking approach to ensure employees remain happy, feel supported and have a positive work-life balance

A recent study revealed 87% of UK senior managers had been approached by an employee within the previous year over their wellbeing, but only one in three organisations felt prepared to handle any employee wellbeing concerns.

This sets the stage for 2024 to be a year of increased focus on employee wellbeing, particularly as more employees are looking for workplace support.

Employee wellbeing has become a ‘must have’, which is why it is important to take a forward-looking approach to ensure employees remain happy, feel supported, and have a positive work-life balance.

Dr Stephanie Moynihan, Associate Medical Director at Dialogue, gives her wellbeing predictions for 2024 and outlines how employers can meet the evolving needs of their workforce:

Taking a more holistic approach

Wellbeing has evolved into a multi-dimensional concept. In 2024, businesses need to focus on different aspects of wellbeing including mental, emotional, and physical. Team-building activities are a simple but powerful way for employers to take a more holistic approach to supporting wellbeing.

These activities not only encourage social interaction, but also incorporate physical elements, which can both have a positive effect on mood. Recognising the effect of loneliness on employee mental health, prioritising social connections becomes instrumental in enhancing overall wellbeing.

Employers need to amplify their commitment by investing more time and resources in their workforce. This includes introducing comprehensive wellness programmes and mental health resources to improve overall employee wellbeing.

Employers have a responsibility to provide support for their employees, and should empower them with the tools necessary to cultivate healthier habits. This effort aims not only to enhance individual wellbeing, but also to generate a workplace environment that nurtures a happier, healthier and, ultimately, more productive workforce.

Reducing the stigma

Despite significant strides in recent years, there is still a lingering stigma attached to discussions about mental health in the workplace. The best way to break down this stigma is to promote a culture of openness, understanding and open dialogue. Recent findings reveal that 40% of men have never discussed their mental health with others, let alone in the workplace, with 29% stating they are ‘too embarrassed’ to do so.

To foster a more supportive workplace, businesses and organisations should take practical steps to enhance access to mental health services. This involves refining resources and introducing user-friendly self-serve mental health tools. Additionally, employers should prioritise clear communication channels and establish regular check-ins focused on employee wellbeing.

Great leaders model self-care and effective communication by adhering to established guidelines for employees. When executives prioritise their own wellbeing, it can encourage employees to follow suit. In a job market where mental health benefits are a priority, employers can attract a more diverse and skilled talent pool by recognising and addressing these essential needs.

Recognising increased levels of technostress

Technostress is the adverse effect on wellbeing caused by our increasing reliance on and constant connectivity through technology, both at home and in the workplace. Via their devices, today’s employees can remain tethered to work at all hours of the day, including on weekends and holidays.

This phenomenon has been exacerbated by the widespread adoption of remote working since the Covid-19 pandemic, further blurring the boundaries between home and work life and allowing individuals to extend their work hours past the traditional nine to five. While this flexibility has benefits, it also contributes to the growing challenge of technostress.

In a recent survey, 91% of employees said they work past their contracted hours, a practise that directly compromises their overall wellbeing. In 2024, employers should look to reduce employee burnout caused by this constant connectivity, in turn increasing their overall wellbeing.

Anticipating the ongoing challenge of burnout throughout the year, businesses are encouraged to implement strategies that enhance support for employee mental health and wellness in the context of technostress, such as advocating for regular breaks from technology.