As business challenges grow increasingly complex and there’s even greater demand for improved productivity, we’re all feeling the need to be more agile. But if we want everyone to get anywhere near to thriving in times of uncertainty and for organisations to consistently succeed, wellbeing needs to be embedded into cultures and be right at the top of the leadership priority list. It can’t be one of the first things to go when times get tough.
It's not just the right thing to do - it can positively impact your bottom line. Research shows that 80% of workers say they are more productive at work when they’re feeling happy and healthy. You might already have some great ideas about how to achieve this (I’d love to hear them!) but in case you don’t, here are a few thoughts that could help.
Image: Yan Krukau, Pexels
What are you dealing with, right now?
Before you get started on anything, you need to know where you are, especially if you want to build a business case for investment in this area. Make sure you track and know your stats – including employee engagement, absenteeism, sickness and turnover rates. It becomes easier to calculate cost-savings associated with reducing these numbers through a proactive investment in wellbeing (rather than it just being viewed as an expense).
Be clear on what good wellbeing foundations mean for you and your organisation
Wellbeing means different things to different people and teams. It can range from perks to employee benefits but there are fundamentals that can make a real difference outside these, including:
Building good relationships – with everyone in your organisation but especially with your peers and managers so you feel able to talk about tricky stuff when it matters (and especially when things get tough).
Think about how everyone in your organisation communicates between one another. Does everyone have a common understanding of important ‘stuff’ like the latest targets or key customers? Does everyone know where to go to find the information they need – or are comfortable asking if they don’t know?
Think about the guidelines, governance and training you have in place for wellbeing. Is your training ‘one and done’ or does wellbeing and related topics get regularly discussed? And how are people helped in managing their workloads, especially when things get busier than usual or shift quickly?
Prevention is better than cure - and culture is key
When organisations develop cultures that really focus on people and their wellbeing, there’s a switch from cure to prevention. Conversations about mental health feel more normal and everyone’s working environments are more naturally skewed towards wellbeing. Most importantly, everyone can see leaders around them role-modelling the right behaviours - being open about their own self-care and encouraging their teams to do the same.
Purpose as a motivating force
One of the most powerful drivers of wellbeing and productivity is individual purpose. When employees feel that their work aligns with their personal values and contributes to a bigger goal, motivation and engagement can really take off. This doesn’t just benefit individuals though; it can positively impact productivity and innovation. A key role for leaders (and managers) is to help employees see the connection between their roles and the organisation’s broader mission so everyone can see why their contributions really matter. So, keep talking about it with people, listen to what they’re saying, find out what matters to them and do something with the feedback about things that aren’t working.
Remember that the impacts of physical, mental and emotional challenges affect workplaces AND communities
Wellbeing doesn’t stop at the office door. Physical, emotional and mental health challenges don’t only affect how we perform at work but also how we engage with our families, friends, and our broader communities.
When organisations don’t help to address these issues – especially if pressure and stress is related to work - the ripple effects can be massive. As well as bottom-line costs of reduced productivity, the fallout from poor wellbeing can impact communities, - most typically through strained relationships and people withdrawing. These impacts are often forgotten in wellbeing plans but they are vital for the interconnectedness of organisations (and people) within their communities.
Why you need to invest in wellbeing
Mental and emotional health challenges cost organisations billions every year. Deloitte (2022) estimates the costs of absenteeism at £6 billion and presenteeism (turning up to work when we’re not really in the right space either physically or mentally) costs organisations around £28 billion. Sickness, presenteeism, distractions – all affect productivity, so it’s expensive to ignore or not fully address these issues, particularly when our working environments are shifting so rapidly.
Finally… make sure you’re taking care of your own wellbeing
Leaders set the course and tone for employee’s behaviour. If you’re looking after yourself, then they will too. Change is full of transitions and ups and downs and that can feel very discombobulating for everyone. But investing time and energy in getting equipped to ride those waves of uncertainty can make a really positive difference to how you lead your organisation.
Shifting welling from being a ‘nice to have’ that’s primarily driven through training and perks, to being a strategic directive, driving purpose and equipping everyone in your organisation to feel empowered to have better conversations and so lead themselves better too can make a big difference. By embracing preventative approaches like these, organisations will have the chance to thrive, even in the face of rapid change and tough times.
So these are a few ideas. What are you doing or what ideas do you have that could help people feel happier and healthier – and more productive? I’d love to hear!
If you’d like to discuss how you could improve your own or your organisation’s wellbeing leadership approaches to be better equipped to tackle times of change and uncertainty, get in touch.