7 simple tips to improve your employee wellbeing strategy in 2023

The employee wellbeing strategy is an important aspect that organizations must keep in mind when structuring their functions and operations. Research suggests that the working conditions, which include the process of the tasks, management style, interpersonal relationships, work role, career concerns, and safety, all significantly impact employee wellbeing. Further, employees form the crux of an organization. When employee wellbeing is impacted, organizational health suffers too. Studies have found that when the employees are experiencing burnout, employee engagement and productivity deteriorate, along with high turnover rates. 

Before we explore employee wellbeing strategies, it is important to understand the concept. 

What is employee wellbeing?

Health and wellbeing are often difficult concepts to define and measure. At the same time, it is important for organizations to understand them so as to outline their scope of work and design effective employee benefits solutions. In their seminal work, Waddell and Burton (2006) defined wellbeing as “the subjective state of being healthy, happy, contented, comfortable and satisfied with one's quality of life.

It includes physical, material, social, emotional (‘happiness'), and development & activity dimensions.” Adapting this to the workplace, Juniper (2011) defined employee wellbeing as “that part of an employee's overall wellbeing that they perceive to be determined by work and can be influenced by workplace interventions.” It is also important to acknowledge that the workplace often has a more direct impact on employee wellbeing which in turn impacts physical and social wellbeing. Which is why having an effective workplace wellbeing strategy is essential. It helps individuals manage their own health, both mental and physical health, can include financial health, and is a crucial part to improving employee wellbeing in your organization.

7 simple tips to improve your employee wellbeing strategy

Improved employee wellbeing has been linked to improved job performance, consequently contributing to the overall growth of organizations and also has a positive impact on the company culture. Cognizant of the benefits it holds for the organization as well, many organizations are now turning towards prioritizing employee wellbeing. The good news is that there are very effective workspace redesigning strategies and even digital mental health solutions such that employee wellbeing is cared for. Organizations are also reaching out to corporate wellness companies to implement employee benefits solutions. Some strategies include:

1. Giving employees control over their work 

The degree of control over work has an important impact on employee wellbeing. As defined by Johnson, Robertson and Cooper (2018) It refers to the extent to which employees feel they have control and autonomy over the manner in which they carry out the work, such as their involvement in decision-making and seeking suggestions. Lack of control is often associated with poor self-rated health, while perceived individual control has consistently been linked with improved performance and wellbeing. Even small shifts in employee autonomy can significantly improve employee wellbeing. 

2. Address all aspects of employee wellbeing

Physical wellbeing

Physical health is an essential aspect of overall wellbeing. When our bodies are functioning well and we feel physically fit, we are better able to contribute to the workplace and be engaged in our jobs. One study found that the less physical activity that is done in leisure time, the greater the rates of absenteeism. Although you cannot control leisure physical activity, you can include physical wellbeing in your workplace health program. Employers could encourage people to walk or cycle to work, and provide financial assistance to purchase a bike. Many also offer discounted gym memberships or personal training. There is also the option of having ‘walking meetings’ where team members get outside for fresh air and a short walk for a conversation, rather than being in a meeting room. A 2019 study published in JAMA Internal Medicine found that participants who averaged 4,400 steps per day (less than the marketing generated number of 10,000 had a 41% lower mortality rate compared to less active peers. People who promote the benefits include Richard Branson and Jeff Weiner. 

Remember also that there is a very clear correlation between workload and workplace culture, and physical wellbeing. Stress is one of the biggest predicators of physical health problems such as heart disease, poor joints, and obesity.

A simple way to improve physical wellbeing for your home or hybrid workers is to help set up a home office. Provide financial support and advice on the correct desk setup with an ergonomic chair and adjustable desk, so that when spending a long time in front of the computer your employees are comfortable. 

Financial wellbeing

With rising inflation and increasing cost of living in many places around the world, employees may find that their mental wellbeing is being impacted by financial worries. A recent survey found that 55% of US adults say worrying about money affects their mental health more than climate change, geopolitical or social issues.

An efffective employee assistance program looks at all aspects of wellbeing - which includes financial. Including this in your employee wellbeing initiatives can help with improved money management skills, reduced financial anxiety and stress, and the ability to make informed decisions around finances.

Social wellbeing

Social support has long been identified as an important buffer in terms of reducing the impact of stress. Similarly in terms of employee wellbeing in the workplace, having adequate support and positive relationships within the organization from peers and management allows employees to navigate through work stress more efficiently. Employees do need to rely on the support and help of colleagues to solve concerns.

Similarly, supervisory support is necessary to navigate through managerial challenges and to feel supported by the organization. When workplace social support is low, research has consistently indicated higher distress. Conversely, adequate social support has been identified as a protective factor against psychological distress and also improve employee engagement at work. It also opens up an avenue for colleagues and supervisors to connect with each other, fostering a sense of comfort and belonging. Some employee wellness solutions include peer buddy systems for support, hosting weekly or monthly informal meets (in-person or virtually) and organizing recreational activities with the team which can be helpful in improving social support. 

3. Providing flexibility to employees

Flexibility around work has become particularly important in recent years. In essence, the flexible working practice focuses on giving employees flexibility around when they work, where they work, or both. Some employee wellness solutions would include allowing employees to work from home, taking time off when needed, and changing one's work schedule.

It could even be smaller shifts like allowing employees to decide their starting and stopping times. Doing this allows employees to engage with life outside work and maintain a healthy work-life balance. A recent study has also shown how various forms of flexibility are closely related to lower job stress, higher job satisfaction, and improved employee wellbeing. 

4. Stability and consistent scheduling of work

Unpredictability at the workplace makes it difficult for employees to anticipate daily tasks, and schedule the day accordingly. It is also associated with a perceived lack of control at work and substantially adds to an employee's daily psychological workload and negatively impacts employee health.

Research has indicated that work unpredictability is in fact a contemporary occupational stressors that adversely impacts employee wellbeing. Being cognizant of this, organizations can take steps to ensure consistency and provide deadlines with enough notice. Not only does this contribute to improved employee wellbeing, it also plays an important role in enhancing employee productivity.

5. Demands of job role

The impact of workplace demands on employee wellbeing makes intuitive sense. When employees are burdened with excessive demands, their mental health deteriorates. At the same time, very low demand is also unhelpful – the employees' sense of usefulness and worth is challenged. It is important for organizations to outline demands such that they are challenging enough without burdening the employee. An important aspect of this is also ensuring sufficient staff so that employees are not overburdened and overworked, which can eventually lead to burnout. 

6. Sense of purpose and meaning 

Employee wellbeing is influenced by the sense of purpose and meaning they drive from the tasks at work. The purpose can be altruistic and focused on helping others, or more focused on self and improving their own station. It is important for organizations to attach meaningfulness to the tasks assigned to employees, to acknowledge their role in the overall growth of the organization and to accommodate for suggestions given by employees. Employee benefits solutions will not be effective unless the larger feelings of purpose and meaning are also attended to.  

7. Provide resilience training

Resilience training can help individuals improve their ability to deal with challenges, cope with advertisity or bounce back from difficult experiences. It can support employee wellbeing as it enables them to handle stressful situations or crises effectively without major repercussions or prolonged negative effectives.

A resilience training program could include stress management such as breathing or meditation, CBT to help change negative thinking patterns and develop a more constructive mindset, problem solving skills and emotional intelligence to understand oneself and build better relationships. 

8. Invest in digital mental health solutions

The ubiquity of digital devices means that corporate wellness programs have now shifted to virtual platforms and digital mental health solutions are here to stay. Digital mental health solutions can offer therapeutic services on a large scale and are accessible remotely from anywhere.

They also allow the employees of the agency to modulate the pace with which progress through therapy and positive behavioral techniques. While this is a fairly recent shift, its effectiveness has been established. In one instance, a simple mindfulness meditation app provided by the organization to the employees improved outcomes related to work stress and wellbeing. Make sure that the app you choose is, like Wysa, clinically validated, and also has signposts to mental health services for crisis moments. Particularly now, when working from home is dominant and sometimes even essential, digital mental health solutions hold incredible potential and are a worthy investment. 

How can Wysa help?

Wysa is amongst the most prominent corporate wellness companies offering organizations the support and assistance needed to navigate through this challenge. Wysa provides effective digital mental health solutions and can be a great investment for your organization. One of the useful tools we offer is a snapshot of your employees’ mental health through the The Employee Mental Health Barometer which will give you insights into current levels of anxiety and depression within your organization, without requiring individuals to feel exposed in sharing their personal problems. Once you have implemented a program it’s essential to gather employee feedback, and Wysa can enable that through anonymised data.

Conclusion

Increasingly, organizations are keen to implement employee benefits solutions in their workplace. Harvard and MIT have in fact commenced the “Work and Wellbeing Initiative” reflective of the importance of this shift. Corporate wellness companies are also growing and focusing on employee benefits solutions, which benefit not only the employees but also the organization.