The Problem with Organisational Wellbeing Initiatives🔗

There is so much information about creating ‘comprehensive wellbeing programs’ and you’ll often see articles citing significant returns on investment. You don’t hear about the sheer amount of resources spent on wasteful initiatives. One study across 233 companies in the UK found no significant differences in wellbeing between employees who participated in wellbeing programs than those who didn’t.

Many companies waste resources by implementing the following:

• Random "one-off" wellbeing activities without follow-up
• Generic solutions that don't address root causes
• Individual-focused interventions that ignore systemic issues
• Multiple uncoordinated resources that confuse employees

You’ll see a lot of startups buying well-advertised and marketed mental health tools, however, tools like these often fail due to the following reasons:

• Focusing on individual solutions rather than addressing systemic workplace issues
• Poor program design and implementation
• Lack of proper evaluation and adjustment
• "One size fits all" approaches that ignore individual needs

There is no barrier to entry for individuals or organisations to claim to be experts in workplace health & wellbeing, and you’ll see countless products and services claiming to ‘increase engagement by x%’. Be wary of snake-oil products.

Key responsibilities of line managers in workplace health and wellbeing include:

• Monitoring workloads and ensuring manageable responsibilities
• Supporting employees with mental health conditions
• Promoting safe working practices and a positive wellbeing culture
• Identifying and addressing specific employee issues, including stress and mental health concerns
• Increasing employee engagement in health and safety processes
• Spotting early warning signs of mental ill health and work-related stress
• Providing timely interventions to prevent more serious health issues
• Managing sickness absence and supporting rehabilitation

Line managers are uniquely positioned to influence their team's wellbeing directly, as their actions and behaviours can foster a working environment where employees feel valued, respected, and supported. However, to be effective in this role, line managers need proper training and resources.

Organisations should invest in training programs for line managers to equip them with the necessary skills and knowledge to support employee wellbeing effectively. This training should cover areas such as recognising signs of mental ill health, having sensitive discussions, and understanding how to access and utilize available resources. There are many places to obtain this type of training, however, any decent employee benefits package will have this included at no extra charge to existing benefits. You can read more about how you can get access to support like this in our employee benefits guide here.

Putting This Into Practice🔗

Health Driver🔗

Line managers need to establish:

• Recovery periods between work (rest breaks, exercise time)
• Mental health resilience and stress management
• Support awareness (both formal and informal)
• Prevention of physical workplace problems

Relationships Driver🔗

Build strong connections through:🔗

Line Manager Support

• Clear communication channels
• Growth enablement
• Fair treatment practices
• Supportive atmosphere

Peer Relationships

• Mutual respect and support
• Personal investment in team
• Effective change management
• Collaborative environment

Security Driver🔗

Create stability through:

• Safe working conditions
• Prevention of bullying/harassment
• Financial wellbeing support
• Building confidence in the future
• Shock absorption capabilities

Environment Driver🔗

Establish a positive workspace with:

• Appropriate facilities and tools
• Flexible working patterns
• Manageable commute options
• Cultural fairness
• Identity alignment with values

Purpose Driver🔗

Enable engagement through:

• Clear goals and line of sight
• Achievement recognition
• Influence on decisions
• Appropriate workload
• Skills utilisation
• Career development paths

Workplace Stress and Why It's Important to Workplace Health & Wellbeing🔗

Workplace stress is a critical issue that significantly impacts employee health and wellbeing, as well as organisational performance. Understanding and managing workplace stress is crucial for creating a healthy work environment and maintaining a productive workforce.

Importance of Managing Workplace Stress🔗

Effectively managing workplace stress is crucial for several reasons:

1. Legal Obligation: Employers have a legal duty to protect workers from stress at work by conducting risk assessments and acting on them.
2. Improved Productivity: Reducing stress can enhance employee performance, engagement, and overall productivity.
3. Cost Reduction: Managing stress can lead to fewer absences, lower turnover rates, and reduced healthcare costs.
4. Enhanced Workplace Culture: A stress-aware workplace fosters a supportive environment, improving employee satisfaction and retention.

HSE's Management Standards Approach🔗

The Health and Safety Executive (HSE) has developed the Management Standards approach to help organisations tackle work-related stress effectively. Its standards represent a set of conditions that demonstrate good practice in work design and management of workplace stress. The standards cover six primary sources of stress at work:

1. Demands
2. Control
3. Support
4. Relationships
5. Role
6. Change

The approach involves a step-by-step risk assessment process, promoting active discussion with employees and their representatives. By implementing the Management Standards, organisations can:

• Identify and manage the main risk factors for work-related stress
• Minimise pressure and potential stressors in the workplace
• Develop a culture of continuous improvement in stress management

HSE provides a workbook and other tools to guide organisations through the implementation process. By prioritising workplace stress management and utilising approaches like the HSE's Management Standards, organisations can create healthier, more supportive work environments that benefit both employees and the bottom line.

The Wrap Up🔗

Investing in workplace health and wellbeing is a strategic imperative for startups, offering both moral and competitive advantages. By focusing on the five key domains - Health, Relationships, Security, Environment, and Purpose - and tailoring strategies to your unique context, you can create a thriving workplace that attracts top talent, boosts productivity, and drives long-term success.

Consider your startup's size, industry, culture, and resources when implementing wellbeing initiatives. For tech startups, this might mean leveraging digital tools for mental health support, while creative agencies could focus on designing inspiring workspaces. Startups in high-stress industries might prioritize stress management and recovery time. Conduct regular employee surveys to understand specific needs and preferences, and be prepared to iterate on your wellbeing programs as your company evolves. Remember, wellbeing is an ongoing journey that requires continuous evaluation and refinement.