Wellbeing…How to thrive at work?
CIPD 2018 Health and Wellbeing report has identified that more than 60% of companies in the UK don’t have a stand-alone wellbeing strategy even though there is evidence that a Wellbeing and Health strategy increases employee morale and engagement and lower sickness absence.
It can be overwhelming at the thought of introducing a workplace wellbeing strategy but a starting point will be to match a wellbeing plan according to the needs of the employees. A plan should encompass the right culture, good leadership, staff having good relationship with managers and feeling empowered and employee benefits.
Carol Lewis-Han, the Technical Director stated: “at DDC the wellbeing of our employees is one of the top priorities in the business. We have a head for business and heart for people, our employees and our clients. We believe that our workers should be actively engaged and benefit from successful mental health and wellbeing strategies.” Carol also added that “health and wellbeing are integral aspects of our culture.”
DDC’s wellbeing strategy has been implemented with the support of Donna Whitbrook Consulting. Donna, the founder says: “We have developed a strategic, proactive and holistic wellbeing programme. The main part of our strategy is to make the staff feel cared for, valued and fulfilled at work, supporting them with their physical and emotional wellbeing.”
Here are DDC’s top 10 tips to create a strategic, proactive and holistic approach to wellbeing:
- Get culture right – established the values of your business and make sure they are aligned with your staff.
- Good leadership & communication – Create an environment where people are empowered to contribute to the success of the business and their own personal success.
- Good relationships – Develop non-negotiable standards around positive behaviour, promote open and honest interactions.
- Employee benefits – Identify what matters to your staff including benefits packages, flexible working patterns and recognition/appreciations awards.
- Work-life balance – Be aware when your employees need support to balance their personal and professional life.
- Positive mental wellbeing & recognising stress – Develop a programme to assist the team in building resilience and flexible mindset strategies and to identify when they need help in this area.
- Personal growth – Ensure that a performance management strategy is tailored for each team member to help them maximise their professional potential.
- Community involvement – Organise community and charity events and create a ‘give back’ culture.
- Collective/ social activities – Schedule regular activities outside of the workplace where employees can engage and get to know each other better.
- Wellbeing programme and calendar of events throughout the year focusing on new things each quarter – Arrange and celebrate awareness days and give informative talks in respect of health and wellbeing issues.