In the ever-evolving landscape of human resources, Optimum Recruitment stands at the forefront, advocating for the paramount importance of employee health and wellbeing within the framework of a comprehensive HR strategy. As we navigate the challenges brought about by the COVID-19 pandemic, the imperative to focus on the mental and physical wellbeing of our workforce has never been more evident.
The Current Landscape
Recent official data from 2019/20 paints a sobering picture, with a staggering 32.5 million working days lost due to work-related ill health. Within this statistic, stress, anxiety, and depression account for nearly 18 million of these instances. The pandemic has acted as a catalyst, compelling organisations to re-evaluate and prioritise employee wellbeing with a newfound urgency. Senior leaders across industries are increasingly recognising its significance, and line managers are gaining a more profound understanding of its crucial role. However, the concerning reality remains that many individuals continue to work while unwell, even when working remotely. Additionally, some employees opt to utilise their vacation or sick leave entitlements to continue working, reflecting a complex interplay of factors.
The adverse effects of the pandemic on individuals’ mental wellbeing underscore the pressing need for employers to take proactive steps in managing the primary risks associated with stress and mental health issues among their workforce.
The Optimum Recruitment Perspective
Employers have a fundamental responsibility to ensure the health, safety, and welfare of their employees. Nevertheless, our research reveals a significant gap in the landscape: despite the efforts of many organisations, nearly half of them have yet to establish a formal wellbeing strategy.
Prioritising employee health and wellbeing should serve as a cornerstone of any HR strategy, seamlessly woven into the operational fabric of the organisation. It transcends sporadic initiatives and instead should be intricately tailored to address the specific needs of the workforce.
Beyond the immediate advantages for employees, embracing an integrated approach to wellbeing can also bolster employee engagement, fostering a shared commitment to the organisation’s overarching success.
In line with broader evidence, CIPD research underlines that the predominant threats to employee health have evolved to manifest as psychological issues, with mental health problems and stress ranking among the top three causes of extended employee absences. Organisations are urged to adopt a holistic approach, promoting practices that proactively prevent ill health. We define “good work” as employment that is fairly remunerated, offering individuals the means to secure their livelihoods, providing opportunities for skill development and career progression, and ideally, offering a profound sense of fulfilment. Additionally, organisations must broaden their perspective on wellbeing to encompass financial wellness, an aspect that is often overlooked but integral to the overall equation.
Recommendations for Employers
- Raise Awareness: Ensure that senior leadership is well-informed about the significance of workplace health and wellbeing. Encourage them to champion measures that underscore its seriousness throughout the organisation.
- Empower Line Managers: Invest in the training of line managers and supervisors to enable them to effectively manage their teams. Line managers are pivotal in the realm of employee wellbeing, ensuring manageable workloads and deadlines, setting clear objectives, delivering constructive feedback, and fostering trust-based relationships with team members. They should also have the confidence to engage in sensitive conversations and provide support and flexibility to accommodate employees’ health and work requirements.
- Provide Support: Facilitate early access to occupational health support and specialised assistance, such as counselling or physiotherapy.
- Identify Root Causes: Develop an evidence-based understanding of the root causes of absenteeism and unhealthy work practices within your organisation. Addressing underlying issues, including phenomena like “presenteeism” and “leaveism,” is crucial for sustaining improvements in health and wellbeing.
- Tailor Policies: Customise policies and practices to align with the unique needs and characteristics of both the organisation and its employees. Recognise that there is no one-size-fits-all approach to designing an effective employee wellbeing strategy.
- Cultivate a Wellbeing Culture: Establish a robust organisational framework that actively promotes mental wellbeing and fosters a culture in which individuals feel comfortable discussing mental health issues and seeking assistance when required.
- Proactive Assessment: Conduct a comprehensive risk assessment or audit focusing on work-related stress across the workforce. This proactive approach is essential for identifying the root causes of stress and implementing effective mitigation strategies.
In conclusion, at Optimum Recruitment, we firmly believe that prioritising employee wellbeing isn’t just a choice; it’s a fundamental necessity for organisations seeking to thrive in an ever-changing world. As the landscape of work continues to evolve, our commitment to championing the wellbeing of employees remains unwavering. Together, let’s make employee wellbeing a cornerstone of success in the modern workplace.
If you’re looking for further support get in touch with the experts at Optimum Recruitment.
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