Wellbeing in the workplace is not, and should not be the concern of big corporations with HR departments the size of New Mexico.
It is an imperative for small businesses and start-ups that often rely on the enthusiasm and goodwill of their staff, including those working in shared or co-working offices with small teams.
Simply put, if you want to ensure employee engagement and increase productivity, move wellbeing in the workplace to the top of your agenda.
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Co working offices inherently promote wellbeing in the workplace: they have open, sociable layouts, are aesthetically appealing and they encourage employees from different companies to meet, share ideas and forge friendships. This ready-made support network can be invaluable at both an emotional and practical level.
Start-ups must spend time looking internally. Whether you have a staff of two or twenty, integrate wellbeing into your management and you’ll have a happier, healthier workforce.
Don’t provide perks – create a culture.
Company discounts, referral vouchers, pizza on a Thursday…perks create buzz but short-term initiatives do little to sustain employee loyalty and are even worse for making staff feel satisfied in their job.
Instead, implement a culture that has wellbeing at its core, underpinned by values like openness, honesty and self-respect. Incorporate these into your practice in visible, tangible ways: encourage discussion in meetings; offer regular reviews, take them seriously and make them a two-way conversation. Structured and constructive communication and consistency is paramount; flexible working hours show your employees that you put equal value on their personal lives.
Build wellbeing into performance management.
Monitor not only what is being achieved, but how. Employees who are working 14-hour days to meet targets are likely to feel resentful and will burn out by the end of next quarter.
Set targets that include self-care – reward time off as well as ‘time on’. If an employee reports having renewed focus after a lunchtime run, consider a target of three runs a week, or help him train for a 10k.
Employees in creative roles benefit from exploring new, creative pursuits in their free time, so targets might include attending an exhibition or seeing a new film every month. These will stimulate novel, progressive ideas that they will apply to their work and make your company stand out.
It’s not about the money, unless you’re spending it.
And I don’t mean on bonuses – financial incentives have limited effect and can cause additional stress.
But wellbeing in the workplace does require cash investment. This can be daunting for start-ups when budgets are already tight, so allot an amount at the beginning of the tax year, and spend it wisely.
Start by consulting with your employees. Organising a ‘fun’ away day can seem like a good idea, until staff miss the school run and return to a backlog of work on Monday.
Instead, consider paying towards counselling sessions that can be accessed when needed. Providing fruit, herbal teas or food alternatives may sound dull but this is the stuff of dreams for employees on weight-loss or restricted diets. Free, onsite exercise classes are cheaper and more effective then complimentary gym membership.
When employees feel known and valued they are inspired to work harder, and stay on longer in their role.
WHO’S DOING WELLBEING IN THE WORKPLACE WELL?
Even if you are renting two desks in a co working office you can still learn lessons from the big guns. These companies have taken workplace wellbeing to heart and are reaping the rewards.
Sweaty Betty – the fashion fitness brand offers free workouts and onsite seminars that cover everything from financial management to mindfulness.
The Intercontinental Hotel Group – knowing that happy staff deliver the best customer service, employees are empowered to make on-the-ground decisions and their achievements are recognised at senior level.
Patagonia – staff get organic baby food for their children, onsite yoga and regular events and talks reflect the company ethos of ‘cause no unnecessary harm’.
Lloyds Banking Group – having formed a partnership with Mental Health UK in January, Lloyds aims to offer pioneering support for employees who encounter mental health or financial difficulties.
Direct Line – training budgets are divided equally across team members who are free to spend them on their own development. One marketer used his allowance to train to become a counsellor.
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