Glasgow Business . 49
www.glasgowchamberofcommerce.com
BALANCE
“Resilience is a benefit of employee wellbeing and greater engagement, and a strength that will pay dividends in the future”
wellbeing for all staff, tackle the causes of mental health problems and boost employee engagement (for more information visit
www.mind.org.uk). Employee wellbeing is not just
about health, but also about giving people a sense of worth in the organisation. For many, this means providing meaningful and challenging work, the opportunity to apply their skills and experience and to have their views and ideas taken into consideration by their managers.
Te most effective
way to promote wellbeing is to develop a positive work culture: one with clear vision and purpose and
where employees are aware of their
individual contribution, feel valued and are
encouraged to support each other. Tis helps to generate and maintain an atmosphere of confidence and helps people to
become engaged with the success of the company. Google is renowned for its great
employee perks, such as free onsite creches and cafés, ‘massage credits’ and free concierge service to handle errands, but there are many initiatives that can be incorporated into organisations to promote employee wellbeing. Tese can range from providing free fruit or seting up employee-management focus groups to engage people in the future direction of the organisation to commissioning employee assistance programmes. Tese originally consisted of confidential counselling services but have now been developed to include financial and legal services, and offer support for family members. A recently identified
phenomenon that has a negative affect on wellbeing is ‘presenteeism’ – an employee or manager who comes to work but is under performing because of illness or physical or mental health problems. It’s important that this situation is identified and
addressed before the condition gets worse. At the heart of wellbeing
policies is the promotion of a healthy work/life balance to ensure employees do not get ‘burnt out’ by long hours or have time to rebalance at home with ‘time in lieu’ aſter long periods of work. Offering flexitime, job share or
part-time working can also be highly beneficial for wellbeing, particularly for those with a long commute, family commitments, young children or elderly relatives to care for. Resilience is another benefit of
employee wellbeing and greater engagement, and a strength that will pay dividends in the future as organisations need to change and adapt to new technologies, structures or strategies in response to disruptive markets and innovations. A happy, healthy and engaged workforce will have a more flexible approach to change and will enable companies to retain valuable skills and experience as well as confront the future with confidence.
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