Do you have a Wellbeing Strategy at Work?
Wellbeing at work is not all about free fruit, fitness activities and yoga, and if it is, then it’s time to rethink your strategy.
So what is wellbeing and what does it mean?
Wellbeing is defined by the WHO in 1948 as a state of complete of complete physical mental and social wellbeing and not merely the absence of disease or infirmity. Personal health was felt to be an individual’s responsibility. It was up to people themselves to keep healthy.
Wellbeing can be both subjective and objective, and that, of course, brings challenges to the table when it comes to setting out your values and your wellbeing at work strategy.
Many wellbeing strategies encompass the physical wellbeing of employees, but clearly the mental health of employees is a crucial element of your strategy. The relationship between employee and mental health at work is complex, it’s so much more than fruit and yoga and needs real in-depth thinking around creating an environment that promotes healthy lifestyles less absenteeism and less presenteeism, and inspires engaged, productive and happy employees.
Why is it important?
Right now, the business world is in a sea of change, and organisations are re-thinking their wellbeing strategies to take into account the major change COVID-19 has brought to us all.
With the annual cost of health-related absence and presenteeism reported to be sitting at £81 billion a year for British businesses, employers need to tackle the growing issue of health and wellbeing at work and search within the business to find the root cause.
Refreshing the case for investment
Deloitte’s recent report on Mental health and employers – refreshing the case for investment; estimates that poor mental health among employees costs UK employers a staggering £42bn– £45bn each year, and that’s their conservative figure. So, there is no doubt that having an effective wellbeing strategy is key, not just for the health of employees but also for the health of the business too.
Source: Deloitte
The relationship between employee and mental health at work is complex and I am frequently asked for my expertise in this area. At Miller Health, we take a holistic approach, after all, we are ‘all in it together’ from the cradle to the grave.
The 5 Generations
When looking at Wellbeing Strategy, every business is different and every person is unique. Taking that into account as the most important factor, we also consider the 5 generations and the differences, synergies and frictions within these generations. In today’s workplace it’s not unusual to find 5 generations working for the same organisation, so this needs to be taken into account. We also work out how best listen to, and engage your employees in order to get them to share their valuable knowledge.
Tell me and I forget, teach me and I remember, involve me and I learn
Whilst recognising the importance of individuality, having an understanding of different generational needs and desires within these life-stages adds value to our thinking.
These 5 generations are:
- Silent generation (73+)
- Baby boomers (54 – 72)
- Generation X (39 – 53)
- Generation Y (Millennials) (24 – 38)
- Generation Z (starters) (16 – 23)
Each generation is likely to encounter life transitions such as; relationships (new or breakdown of relationships) marriage, children and childcare, eldercare and big life changes such as illness and death.
An example – Generation Z
Taking Generation Z as an example… Did you know that more than any generation they want financial security, with challenging and varied experience? Generation Z want to work hard and feel empowered in the workplace. Career growth is essential, and wellbeing is also top of their agenda, so health and wellbeing initiatives are important deciding factors when it comes to deciding which company to work for.
Generation Z does not remember a time when the internet did not exist – and as such, it’s not surprising to learn that 50% of Gen Z spends 10 hours a day connected online, and 70% watches YouTube for two hours a day or more. Some people group Millennials and Generation Z together, however there are differences, as shown on WEForum below.
Differences between Millennials and Generation Z
So how does this generational knowledge help your wellbeing strategy?
Looking at Generation Z, understanding what incentivises and motivates this generation will help shape your strategy. Although of course there is more detail to each and every person, and as we have said before, every person and business is unique, however, we believe using sound research to identify general similarities in each generation is a sound basis for starting your Wellbeing Strategy.
Miller Health have created an infographic for each generation, please contact [email protected] if you would like to see these infographics for each generation.
We believe a holistic approach to your Wellbeing Strategy is important, it’s important to consider the wider goals of the business, and we use our unique ROPE System™ to guide us through the process. Our ROPE System™ covers all areas of the business, Roles, Organisation, People, Environment all brought together to deliver the right wellbeing strategy for work.
How Miller Health can help
Wellbeing is often considered the ‘soft topic’ at work, and as such, departments can struggle to create a wellbeing strategy that gains momentum, buy-in and the right focus at work. People talk about bringing your ‘whole self to work’ and this is a wonderful saying.
If you would like Miller Health to help create your wellbeing strategy – please get in touch.
Please get in touch if I can help you or your team…
Doreen Miller
Tel: +44 (0)333 900 9280
Email: [email protected]
