How can HR help design workplaces that prioritize health and well-being?

How can HR play a role in creating work environments that put health and wellness first? Our feeling of fulfillment in life is what we call well-being. It involves personal feelings—such as how we feel about our mood, motivation, fitness, independence, or success—and also more factual aspects of our health, education, safety, and life opportunities. When considering employees, how can HR leaders think about various types of well-being—including mental, physical, financial, and social? Although a comprehensive model for employee well-being should consider all these areas, this guide will concentrate on mental well-being, which is the most intricate and least understood (and arguably, the area where employers, managers, and HR leaders can have the most impact).

Why invest in employee well-being?

HR directors are largely driven to invest in employees’ well-being by a sense of moral obligation. Given that we work for three-quarters of our lives, firms should put employee well-being first. Yes, there is a wealth of evidence to back up the claims that employees with a positive self-image are more effective and productive, stay with the company longer, have fewer sick days, and work better with their colleagues.  However, the argument for investing in well-being is often made by how can HR leaders be based more on human empathy than ROI calculations.  For those who need proof, the return on investment (ROI) is clear. The 2020 Health and Well-Being At Work Survey, conducted by The Chartered Institute of Personnel and Development, found that the top three benefits of investing in employee well-being are: a more positive and engaged workforce, a more inclusive and healthy work environment, and fewer sick days. Any one of these benefits alone would make a strong case for investing in well-being. But considering all three, the business case becomes even more convincing. No wonder well-being has become a key part of many companies’ employee value proposition.

The International Labor Organization also highlights five types of experiences that support mental well-being:

• Time structure
• Social contact
• Collective effort
• Social identity
• Regular activity

But how can HR help address the fact that work can also be a significant source of stressful experiences that can undermine well-being?  Additionally, when workers get to work each day, they bring their stresses with them.

The causes of work stress

How can HR identify the sources of work stress, which can come from a wide range of issues? Work stress can come from a wide range of sources, including Organizational and role dynamics, like poor communication, a non-supportive culture, role ambiguity… Career trajectory, stagnation, uncertainty, job insecurity… Lack of autonomy, including low participation in decision-making, lack of control over work… Relationship complexities, isolation, conflict, lack of support… Work issues like work overload, time pressure, lack of variety, inflexibility…

The impact of work stress

Mental well-being problems undermine people’s happiness at work. How can HR effectively manage the considerable effects of mental health disorders on the workplace, including health problems and increased absenteeism, poor decision-making and decreased work performance, a decline in motivation, attention, and attitude, and challenges in collaborating and building relationships? A highly contented staff would perform significantly better than one that is not. It will also make it easier to bring in skilled workers and keep them around longer. A recent survey by Willis Towers Watson found that mental and behavioral health was the top area employers planned to focus on. This includes company-wide strategies, manager training, activities to help with stress and anxiety, and reevaluating Employee Assistance Programs (EAPs).

More than ever, employees are burnt out

According to the American Psychological Association, “an occupation-related syndrome resulting from chronic workplace stress” is occupational burnout. How can HR intervene to lessen burnout? Do you know how it feels to be completely exhausted, emotionally spent, and simply not feel good enough? When workers are expected to reach arbitrary company targets and take on more work than they can manage, burnout sets in. It’s like having to carry a mountain of responsibility on your back! How can HR support employees who feel they’re carrying a mountain of responsibility? People’s performance, work satisfaction, and general health are at risk when they are under continual pressure to meet unrealistic goals, thus HR needs to be there to support them. According to research, almost 50% of American workers have experienced burnout at some point.  Burnout-affected workers might use more sick days. In the long run, they can completely withdraw and take minimal action to maintain their positions; this is referred to as quiet resigning.

Poor employee engagement

A company’s performance changes dramatically when its employees are passionate about what they do: turnover and absenteeism decrease, profit increases, and customer happiness soars. The question then becomes: How can HR maintain high levels of employee engagement while warding off bad feelings from things like burnout, hostile workplace cultures, incompetent management, mediocre perks, a terrible work-life balance, and little room for advancement? Engagement can be severely disrupted by any of these, so HR must intervene and ensure that these problems are being addressed.

Unsupportive management

How can HR improve employee well-being by influencing leadership style, which is frequently determined by business culture? The well-being of an employee is greatly impacted by a leader’s style, which is frequently determined by company culture. People can get quite tired of supervisors who constantly add more work, ignore personal matters in addition to work-related ones, don’t listen, and generally act like bad team players. It should come as no surprise that this causes burnout, poor well-being, and a general disinterest in the work.

How a superb manager can improve workers’ well-being

“People don’t leave bad jobs; they leave bad managers,” is a serious statement. Experiences can be either improved or ruined by managers. How can HR intervene to ensure that managers are providing appropriate support? It all comes down to providing managers with the resources and support they require to truly care for their workers. A bad individual manager might still cause an employee to leave a business, even if it has a positive corporate culture, competitive benefits, and initiatives for employee wellbeing. Organizations can start promoting employee well-being by teaching management how to be considerate and caring leaders. How can HR support managers in adopting these practices? These are six strategies managers can use to raise worker well-being.

1. Support open communication about mental health

The days of brushing off or even joking about mental health issues are definitely behind us. How can HR create a workplace that puts employees’ mental health front and center? With depression and anxiety hitting record levels, especially among younger workers, it’s super important to spot those mental health concerns and create a workplace that puts employees’ mental health front and center. Dive into the Industrial: It’s key for managers to keep the conversation going with their team members and check in on any worries that might be stressing them out or leading to burnout. Asking regular, basic inquiries might help staff members perceive their bosses as supportive. Among them are: Regarding your workload, how do you feel? Do you require assistance doing your tasks? This week, are there any family obligations you have that we need to accommodate? Do you require any assistance from management? It’s imperative to inquire further about this support as well. It proves that supervisors are concerned about the well-being of their employees.

2. Shift perspectives on performance reviews

How can HR make performance reviews less stressful and more productive? Performance reviews may be unpleasant for employees, especially if they aren’t meeting regularly with their supervisors to discuss performance during the year. An annual evaluation process without consistent input might be intimidating. Supervisors can reduce the anxiety associated with performance reviews by incorporating regular checkpoints and making sure they offer praise when it is due. They can also get tips on how to turn unfavorable criticism into something that can advance workers. Managers who find ways to transform performance difficulties into learning opportunities show that they care about assisting staff members in achieving success in the methods that suit them the best.

3. Implement an employee wellbeing program

How can HR boost employee productivity through wellness programs? Program Employers can enhance the well-being of their employees by implementing policies and procedures known as wellness programs. Companies that have implemented wellness programs claim reduced absenteeism and increased productivity. Additionally, wellness programs have the power to reduce stress, raise spirits, and promote greater employee engagement. To create a wellness program that works for their workforce, leadership teams might poll their employees and look at current trends in employee wellness programs. 

The following are a few advantages of wellness programs: 

• Flexible or mixed work schedules
• Paid leave in exchange for a “mental health day” 
• Rewards for yearly preventive medical examinations 
• Monthly health campaigns and competitions, like a step challenge 
• Employee appreciation for significant service milestones and exceptional work output.

4. Welcome feedback

How can HR encourage employees to speak up about their needs? It is common for managers to misjudge what their staff members genuinely require from one another. Managers only need to ask staff members what they need, and then act on their suggestions, to close that gap. Employees should be encouraged to provide all of their comments, even unfavorable ones, through various channels such as surveys, emails, and weekly check-in sessions. Following receipt of input, the employer must examine it and provide clear information about what is and is not feasible.

5. Speak with leaders

How can HR help facilitate mentorship opportunities for managers to learn effective leadership? You Respect Everybody has a favorite boss or mentor, and these people could be educators, mentors, or department managers. Managers should use their network to learn management tips from people they admire. Arrange a lunch or coffee meeting with that person to discuss their management style and how they handle employee well-being. Make use of their guidance to create a positive leadership style of your own.  

6. Enroll in a management skills course

How can HR ensure managers are equipped with the right tools to support employee well-being? These courses teach the basics of business management, including understanding market trends and planning and implementing business strategies. They also aid in managers’ acquisition of leadership and assistance abilities. Courses can assist managers in handling leadership changes, enhancing their ability to drive change within the organization, and shaping the company culture.

Boost employee happiness at work

How can HR contribute? Gaining the correct management skills and effective leadership is essential for companies to succeed because it recognizes the value of promoting employee well-being. Without investing in their workforce, today’s businesses cannot advance to the next level.

At UNLEASH, we’re passionate about finding novel approaches to improve worker wellness. We’re all in on giving HR leaders the tools to build workplaces where managers make a real difference in mental health, engagement, and overall happiness.