“Well-being creates well-doing.” – Benjamin Franklin
The future of work has arrived. With nine out of ten businesses now committed to offering employees a combination of remote and on-site work, the old office rule-book has officially been hurled out the window. But while the move has been hailed far and wide, this hyperconnected, ‘always on’ work environment poses some serious challenges when it comes to worker wellbeing. So how do you create a happy and healthy work environment in a world where the off button is so hard to find?
‘Workplace wellbeing’ is a bit of a fuzzy term, so let’s start by clarifying what it actually means. While there’s no singular definition, it refers to how your job – your duties, expectations, stress level and environment – affects your overall health and happiness. It encompasses mental, physical and emotional health, as well as job satisfaction and work-life balance. In a nutshell, it’s a combination of how you feel and how you function.
While workplace wellbeing has historically been more of a ‘feel-good’ line on the company charter rather than a business-critical priority, tides are changing. Thanks to a raft of global research, business leaders are now recognising that wellbeing isn’t just good for their people, it’s good for their bottom line too.
Research just released by the Wellbeing Research Centre at Oxford University found that “Happier workers are not only more productive, but also less likely to leave their jobs, miss workdays for health reasons, or work while sick. They tend to be more collaborative, creative, committed to their jobs, and motivated at work.”
That same report concluded that “Company wellbeing proves to be a significant predictor of firm performance across a wide variety of indicators… higher firm valuations, higher return on assets, higher gross profits, and better stock market performance.”
PWC research reached a similar conclusion when it came to returns, finding that for every dollar spent creating a mentally healthy workplace, $2.30 in benefits can be generated for the business.
Compelling reasons to jump on board, yes?
Or how about the fact that if employers fail to look after their employee wellbeing, they can now be penalised under Australian law?
With 58% of workers burnt out at work, and more workers absent due to stress and anxiety than flu and other physical illnesses or injuries, Work Health and Safety laws have recently been amended to mandate that organisations manage psychosocial hazards in the workplace. Those hazards include factors that heavily impact wellbeing such as harassment, bullying, remote work, poor support, low job control, lack of role clarity, inadequate reward and recognition and a poor work environment.
In the end, it’s about protecting our greatest asset. As Mindfulness and meditation coach Chelsea Pottenger reminds us, “organisations are built by people. People who need motivation, care and compassion, and whose wellbeing should be as much of a business outcome as profits are.” Bravo.
Here are 8 ways you can create a culture that prioritises people, and puts their wellbeing on top of the workplace agenda.
1. Set Clear Expectations and Boundaries
High-performance coach Stephanie Bown believes that one of the best ways to avoid burnout “is by having boundaries around how and where we choose to spend our time, so that we replenish our energy and enable ourselves to focus when we need to, with our families, in our workplaces, with our friends.”
Elite performance coach Mark Bunn is also a firm believer in boundaries, saying “Life these days is full of requests for our time, energy & expertise. As we like to be needed and feel that we are ‘giving’ to others, we can quickly find ourselves using up all our time…and thus having none left for ourselves.”
Boundaries are critical for wellbeing in our hybrid work world, and establishing clear guidelines and expectations for remote and in-office employees is crucial for maintaining them. Encourage everyone to respect boundaries regarding working hours, availability and response times, and avoid scheduling meetings or sending non-urgent messages outside of agreed work hours.
2. Communicate Openly
Implement regular check-ins between with employees to provide support, monitor their workload and address any concerns or challenges. Encourage two-way feedback and create a safe space for employees to share their experiences, perspectives and suggestions for improvement.
Not only does this open line of communication help foster trust and transparency, it also encourages the free flow of information and ideas – essential for connection, engagement and innovation. And as an added bonus, employees who feel their voice is heard are 4.6 times more likely to do their best work!
3. Promote Work-Life Balance Initiatives
Implementing and promoting work-life balance initiatives that benefit all employees, whether remote or in-office, is a great way to reinforce your commitment to worker wellbeing. Flexible leave policies, a family-friendly work environment, designated no-meeting days, flexible scheduling and the option to work from alternative locations (home / café / beach!) are popular ways to encourage a more balanced lifestyle.
4. Encourage Self-Care
In a hybrid setting, being able to disconnect and recharge is absolutely essential – as novelist Anne Lamot famously said, “Almost everything will work again if we unplug it for a few minutes, including you.” Encourage employees to step away from their workspace to stretch, go for a walk or engage in other activities that help them relax. Self-care should be scheduled in as a non-negotiable priority for every employee.
As one of Australia’s leading authorities on mental wellbeing, Chelsea Pottenger makes the distinction that “Self-care isn’t selfish, it’s self-preservation.” She suggests encouraging employees to incorporate small self-care rituals into their day, such as 5 minutes of meditation in the morning, believing that even little acts can have a big impact on wellbeing.
Clinical psychologist, personal trainer and nutrition coach Leanne Hall also advocates for self-care, suggesting that we should all be “doing one thing for ourself each day. It may be a pedicure, bubble bath at the end of the day, movie with a friend, or even an early night!”
5. Offer Wellness Resources and Programs
According to Ben Crowe, mentor and mindset coach to stars including Ash Barty, Stephanie Gilmore and the Australian cricket team, we need to focus more on “the human being, less so on the human doing.”
Think about providing access to wellness resources, such as virtual wellness workshops, stress management techniques or resilience-building programs, or offer subscriptions to wellness apps and platforms that provide guidance on nutrition and mental wellbeing.
While mindfulness and meditation training helps to relieve stress, it’s not only employees that benefit – business does too. According to internationally acclaimed Author and Educator, Dr. Michael Nagel, this type of training “promotes mental health for the individual and can assist in facilitating clear and constructive communication, and enhancing workplace relationships.”
And don’t forget to encourage regular physical activity as well – virtual fitness classes, an on-site gym, lunchtime run club or yoga classes are a fantastic way to encourage physical activity and connection for both remote and in-office employees.
6. Provide Continuous Learning and Development
Professional development is a highly valued asset in the workforce. According to LinkedIn’s 2021 Workplace Learning Report, 76% of Gen Z’s believe learning is the key to a successful career, while another study found that 94% of global employees would stay longer at a company if it invested in their career development.
Prioritising and investing in the development of your workers helps them feel valued and empowered, boosting engagement, job satisfaction and retention rates. Encourage employees to set goals and support their career development by providing opportunities for virtual learning, mentorship, online training programs, relevant motivational speakers and access to industry conferences.
Keep in mind that while embracing a culture of continuous learning helps employees stay at the top of their game, it also enables them to adjust to evolving business circumstances – and that keeps your business agile and competitive too!
7. Celebrate Achievements and Milestones
Everyone likes to feel valued and be recognised for their achievements, milestones and contributions – and celebrating them is an easy way to keep employees happy and improve retention. In fact, not doing so can be pretty harmful – Employment Hero’s 2023 Talent Insights Report found that 24% of employees would actually search for another job if there was a lack of proper recognition.
Personalised appreciation messages, company-wide announcements, virtual recognition programs, awards nights, rewards schemes, in-person celebrations, additional leave days – all are fantastic ways to foster a positive and supportive work environment.
8. Support Social Connections
Human beings are inherently social creatures, and our connections with other people play a major role in our general wellbeing. So it makes sense that the people we spend most of our waking hours dealing with, our workmates, can have a huge impact on our wellbeing too.
Employers that promote positive social connections in the workplace can expect a more engaged and satisfied workforce, with enhanced collaboration, productivity and creativity also providing a significant boost to business.
There are plenty of opportunities to bring team members together to foster a sense of camaraderie and belonging, both virtually and in-person. Collaborative team projects and brainstorming, mentorship and networking opportunities, team-building activities, lunchtime chats, team meetings, wellbeing workshops, casual social gatherings, breakout spaces… the list is only as long as your imagination!
The research clearly proves that ‘workplace wellbeing’ is now a business imperative. Creating a culture that places wellbeing at the forefront contributes to a happier and more productive workforce and a better bottom line. And although our hybrid world, where the off button is hard to find and the lines between work and home are hazy, makes it more of a challenge – it’s absolutely possible. Because in the end, it’s pretty simple… in the wise words of Richard Branson, “Take care of your employees, and they will take care of your business.”
We have some of Australia’s leading wellbeing and mental health experts, including Chelsea Pottenger, Mark Bunn, Ben Crowe, Stephanie Bown, Emma Murray, Dr. Michael Nagel and Leanne Hall, ready to help you create a culture that prioritises the wellbeing of your people. If you’d like us to introduce you, simply get in touch with us for a chat!