{"id":3804,"date":"2022-04-13T11:23:00","date_gmt":"2022-04-13T11:23:00","guid":{"rendered":"https:\/\/lumien.io\/?p=3804"},"modified":"2022-06-13T11:24:25","modified_gmt":"2022-06-13T11:24:25","slug":"workplace-wellbeing","status":"publish","type":"post","link":"https:\/\/culture-analytics.co.uk\/us\/workplace-wellbeing\/","title":{"rendered":"Workplace wellbeing: the tick box trap"},"content":{"rendered":"

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Something is going wrong with mental health in the workplace. It\u2019s clear that too often long-term employee wellbeing is seen as a \u2018tick box\u2019. Therefore, superficial solutions are being offered to much more complex issue.<\/p>\n

Employers must start thinking about changing their culture to embed the right practices and procedures throughout their organisation.<\/p>\n

 <\/p>\n

The cost of poor mental health<\/strong><\/h3>\n

In the workplace, poor mental health costs UK businesses \u00a345bn<\/a> each year. This is comprised of \u00a37bn in absences, \u00a327bn in presenteeism costs and \u00a39bn in a company\u2019s team turnover.<\/p>\n

Data shows that employees are impacted by their wellbeing 27% of the time, meaning companies lose 17% productivity on average because of poor workplace wellbeing (Source: Lumien<\/a>). This can equate to annual costs of \u00a35,318.45 per employee (based on the median UK salary<\/a> of \u00a331,285).<\/p>\n

Productivity loss isn\u2019t the only cost, as further data shows half of Millennials and 75% of Gen-Z<\/a> have left jobs due to mental health.<\/p>\n

 <\/p>\n

The \u2018tick box\u2019 trap<\/h3>\n

After the COVID-19 pandemic, many organisations are now supporting employee health and wellbeing through additional measures to support mental health and remote workers.<\/p>\n

This will often involve training managers in Mental Health First Aid (MHFA), offering Employee Assistance Programs (EAPs) and providing subscriptions to mindfulness apps, for example. However, these actions can be reactive \u2013 in a response to an employee issue arising or an employee facing a mental health crisis.<\/p>\n

This leads to a \u2018tick box\u2019 mentality, and certain activities can be carried out based on criteria from mental health certifications or regulations. As a result, employers can easily fall into the tick box trap \u2013 investing heavily into mental health support that isn\u2019t aligned with what employees need or want. Often there are also no measures in place to check if measures are actually working.<\/p>\n

 <\/p>\n

A proactive approach<\/h3>\n

Supporting workplace wellbeing isn\u2019t a \u2018one size fits all\u2019 approach, so it shouldn\u2019t be treated as one. Proactive approaches are more challenging, but companies need to collect data from employees to understand what\u2019s right for them. It\u2019s a larger task, but it\u2019s more effective, forward-thinking and progressive.<\/p>\n

There has been some progress. In 2021, CIPD<\/a> released a report noting the number of employees who thought their companies\u2019 response to mental health was reactive has reduced by 27%. However, the number with a formal wellbeing strategy in place to support only increased from 44% to 50%.<\/p>\n

 <\/p>\n

A case for culture change<\/h3>\n

Deloitte\u2019s<\/a> wellbeing report states 1 in 4 employees fear a negative outcome of making mental health issues formal. The Mind Workplace Wellbeing Index<\/a> highlights that just 52% of employees with mental health issues disclose these to an employer.<\/p>\n

Therefore, many workplace wellbeing issues can go unnoticed for a long time. Without a proactive approach, these issues are likely to worsen, leading to reduced engagement and productivity, absence or an employee leaving the company. A reactive approach doesn\u2019t give businesses what they need to create wellbeing strategies that support their employees effectively.<\/p>\n

Some analysis of intervention for workplace wellbeing<\/a> found, on average, investing in a company-wide culture change and improve awareness of mental health can offer ROI of \u00a36 for every \u00a31 that\u2019s invested. In contrast, reactive support, for example offering solutions once an employee is facing a crisis \u2013 although crucial in this type of intervention \u2013 offers just \u00a33 for every \u00a31 invested.<\/p>\n

Culture-focused approaches aren\u2019t about matching employees to your values, it\u2019s about shaping your organisation to your employees. Consider moulding your workplace culture around your existing team, with flexible support of their individual needs, so they can adhere to company values themselves.<\/p>\n

 <\/p>\n

Using data to drive decisions<\/h3>\n

For an evidence-based strategy that tackles workplace wellbeing, employers need data. This will give insight into the wants and needs of employees, highlighting areas that can be improved to understand how different practices will help improve workplace wellbeing.<\/p>\n

Data-led wellbeing strategies show employees they\u2019re being listened to, so they can be supported effectively to feel happy and healthy in their roles.<\/p>\n

Companies that take up a data-led approach to workplace wellbeing, using platforms like Lumien, see an average of 4% improvement to their workplace wellbeing during the first three months. If you\u2019re undertaking a data-led approach, ensure you\u2019re also driving user engagement to deliver a snapshot that can inform management decisions and culture change.<\/p>\n

To explore how a data-led approach could help to support your employees\u2019 workplace wellbeing, book your demo today by clicking here<\/a>.<\/p>\n

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Employers must start thinking about changing their culture to embed the right practices […]<\/p>\n","protected":false},"author":4,"featured_media":3810,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","footnotes":""},"categories":[227,226,40,279],"tags":[],"yst_prominent_words":[156,58,25,24,21,202,50,46,14,208],"class_list":["post-3804","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","category-leadership","category-mental-health","category-wellbeing"],"yoast_head":"\nWorkplace wellbeing: the tick box trap | Culture Analytics<\/title>\n<meta name=\"robots\" content=\"index, follow\" \/>\n<meta name=\"googlebot\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta name=\"bingbot\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/culture-analytics.co.uk\/us\/workplace-wellbeing\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Workplace wellbeing: the tick box trap | Culture Analytics\" \/>\n<meta property=\"og:description\" content=\"[et_pb_section fb_built=”1″ _builder_version=”4.0.9″][et_pb_row _builder_version=”4.0.9″][et_pb_column type=”4_4″ _builder_version=”4.0.9″][et_pb_text _builder_version=”4.8.2″] Something is going wrong with mental health in the workplace. 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