Small business wellbeing: How to look after your employees' health
Posted: Thu 24th Oct 2024
From centuries-old stalwarts to tech-driven innovators, big businesses around the globe are taking wellbeing very seriously.
For small businesses competing for the same employees and customers, keeping pace with the health innovations on offer from major enterprises might seem daunting, but there are plenty of great wellbeing innovations that small start-ups can achieve just as easily as long-standing multinationals.
Enterprise Nation adviser Dakota Murphey also points out that business owners have a duty of care to their employees. She says:
"You need to do all that’s within your power to ensure that employees are safe and healthy when they’re working for you. The journey to a healthier and more engaged team requires dedication and adaptability, along with commitment from employers in all aspects of wellness."
Here are some ideas that businesses of any size can implement that will have a significant impact on staff wellbeing.
Make a pledge
Individual employee pledges can be a great way of helping staff within your company identify and stick to a wellbeing goal. This could be as simple as asking staff to identify one thing that they'd like to change, write it on a note and physically put it onto a board.
Why it works: A shared commitment to change makes both businesses and individuals more likely to achieve their goals. That's true both for employers (who will be held accountable by their workforce) and individuals (who answer to their peers).
For employers, making a public pledge is an irreversible obligation to take staff's health seriously.
Things to consider: Not all employees will feel comfortable publicly sharing a fitness goal, especially if their medical priorities are acute or sensitive. As such, it's important to make involvement optional.
However, even if employees don't feel ready to make a change themselves, they might be inspired by others' determination to do so.
Dakota suggests that employers who want to make a significant change towards a healthier workforce can provide on-site facilities to encourage people to get moving throughout the day or introduce company-wide employee fitness challenges that engage the entire team and where suitable, designate areas that allow for a blend of exercise with enjoyment.
Give back through volunteering
Pension scheme provider NEST offers its employees up to four days a year (on top of their annual leave) to take part in volunteer work.
The projects the company has contributed to include clearing 2.5 acres of land to improve garden space for children and their families at a local hospice for young people with life-limiting illnesses.
Why it works: Social wellbeing is increasingly recognised as an important part of supporting good mental health. Volunteering work can help build a positive spirit and if a group of colleagues work on a project together, it can have the added benefit of strengthening workplace relationships.
It can also allow staff to develop new skills or take on different roles that bring benefits to their day jobs.
Things to consider: There are many ways to structure a volunteering programme, from enabling all colleagues to take one or two days a year to work on a project of their choice, to identifying a partner charity that everyone works with.
In the second scenario, finding a cause that resonates equally with all employees can sometimes be a challenge. Making sure that everyone has the opportunity to take their volunteering days can be tricky when deadlines are tight.
Flexible working is in place
Since the pandemic, having a flexible workplace policy is now often the norm. In addition to unlimited leave, employers that offer remote work, flexible hours or condensed workweeks are seen as attractive prospects.
Imagine being able to take all the time off you need, rather than having to cram all your personal plans into a fixed allowance each year. Media provider Netflix and online recruiter Indeed are just two of an increasing number of employers that have introduced an unlimited paid annual leave policy.
The result is a workforce that feels supported and valued – in turn, they’ll be more productive, creative and loyal to the company.
Why it works: Employees don't have to worry about running out of holiday for unforeseen reasons. That can cut down on 'sickies', which are really days people take to care for family, for example.
Unlimited time off lets employees recharge properly, reducing stress and improving work-life balance. It also demonstrates that the employer trusts its employees to do their work without the need for too many rules and regulations.
"When leaders give staff the freedom to balance their professional and personal responsibilities, they enable them to optimise their schedules for better wellbeing. Adaptive work structures not only reduce stress but also enhance job satisfaction and efficiency. These strategies are investments in trust, highlighting that employers value results over mere physical presence," says Dakota.
Things to consider: While unlimited leave might sound liberating for employees and employers alike, it still requires careful planning. There is a risk that employees take less rather than more holiday each year, contributing to workplace stress and poor work-life balance. To address that, some companies specify that workers must take a minimum number of days each year.
Employees' holidays still need to fit in with work needs. That can make it difficult to treat all staff fairly and ensure they're able to take advantage of the benefit.
Share stories
Good mental wellbeing is about building a culture of openness, which can start right at the top. Lloyds Banking Group (LBS) former CEO, Antonio Horta-Osario, was open to his own staff and the wider world about his personal battles with mental health. He also spearheaded organisation-wide change at LBS, introducing a culture of being able to talk openly about mental health issues at work.
It is important that leaders know how to spot the signs of poor health in an employee, as well as being able to talk and listen sensitively when handling these issues.
"Training managers and those in senior positions to give them the confidence to talk openly with their team will help to foster a caring culture throughout the company.
"This training should span the support and workplace changes that are available to staff, from providing a quieter place to work if a team member is struggling in an open-plan office to how to deal with mental health issues and how the law relates to health in the workplace," advises Dakota.
Why it works: Everyone has a part to play in building an open culture around mental health. Input from senior leaders shows that the whole business is committed to taking mental health seriously and using techniques, such as 'mental health selfies' helps to spark conversations.
Things to consider: There can be a real stigma about discussing mental health concerns at work. Some groups of employees may be more comfortable about this than others and it could take some time to encourage all staff to become part of a more open culture.
It's also important for employees to know how to support colleagues effectively and when to refer them to other sources of help. Mental health first-aid training can be a real advantage in making sure employees are properly equipped to help.
"Creating platforms where staff can express their needs and concerns without any stigma or comeback is critical. This might take the form of regular check-ins, dedicated forums or surveys – whatever the format, staff need to be able to speak their mind openly and leaders need to take note of the insights they gather and act appropriately," continues Dakota.
Go the extra mile
If you really want employees to use your cycle-to-work scheme, why not find a member of staff or an outside organisation that can provide free bike maintenance workshops or offer cycle safety training?
Some employers have even gone as far as providing a 'get you home' scheme for employees who cycle, offering them a quicker way to return home in an emergency.
Why it works: A benefit such as a cycle-to-work scheme can be great in principle, but staff might not be confident about using a bike, or feel that commitments to young or elderly family members exclude them from cycling.
Helping employees overcome some of those barriers could mean more staff take advantage and encourage others to follow suit.
Things to consider: No matter how good it is for you, cycling won't appeal to all employees.
Other healthy workforce policy options for employers might include introducing on-site facilities, such as an outdoor basketball area or gym. Similarly, you could utilise a lesser-used corner of the office with table tennis or install a golf simulator. Even a calming yoga session or a team stroll, during break time, will encourage people to get moving through the day.
But it isn't just about encouraging physical activity, nourishing the body is a cornerstone of good health and overall wellbeing.
"There’s a real connection between our diets and wellbeing," says Dakota. "Companies that recognise that and make changes to enhance employee energy levels and cognitive performance with balanced food can see a genuine difference in their team and will set a precedent for the whole company.
"Providing healthy snacks in the working environment instead of the usual vending machines filled with junk food, balanced meals in the canteen or rewarding staff with nutritious food-based subscription services can all help to positively influence dietary choices."
VIDEO: Manage your time to create a better work-life balance
Watch this webinar to discover the small changes that can have a big impact on your workload and work-life balance:
Promote a healthy work-life balance
In the pursuit of climbing the career ladder, employees can lose sight of what a healthy work-life balance looks like.
"It’s up to leaders to ensure that staff are supported with their workload and feel like they have a good balance between their careers and home life. It’s imperative for sustained productivity and employee satisfaction, as without considering employees as individuals with differing demands on their daily lives, they are likely to become burnt out and will look for a role elsewhere," states Dakota.
She suggests the following to demonstrate an understanding of and commitment to balance:
Setting clear expectations for tasks and deadlines
Reinforcing reasonable working hours
Discouraging the culture of overworking
Ensuring annual leave is taken
This will establish an environment where people feel able to prioritise their personal lives without negative consequences.
Get everyone involved
Workplace healthcare is changing rapidly and health insurance benefits that might once have been the exclusive domain of executives and senior managers are now available for the whole of the workforce. For example, Equipsme's health and wellbeing plans are specifically designed to cover the whole of the workforce and start at £20 per person per month.
With 63% of businesses now seeing workplace health and wellbeing as a core business issue, being able to offer cover for all of your staff can mean quicker treatment and peace of mind for employees, as well as reducing the cost of sickness for employers.
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