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But what does employee wellbeing really mean and why should employee wellbeing matter?
The Coronavirus pandemic particularly highlighted the importance of good wellbeing, prompting 84% of employers to become more attentive to employee mental health1.
Now days 80% of employees identify wellbeing policies as essential when job hunting, and so it is clear businesses should make their employee’s wellbeing a priority. Not only does this increase attraction to a company and productivity within the workplace, employee wellbeing results in increased employee retention. One study found a direct link between poor mental health and staff turnover. It turns out this costs UK businesses up to £45 billion a year.
Research has indicated that approximately a third of employees feel flexible working would improve their mental health, and 41% claim flexibility promotes work-life balance.
Many businesses have adopted hybrid working since the pandemic, Allen Lane included. This has been received extremely well, with us all being able to enjoy the benefits of home working 3 days or so a week.
Working from home is not the only option to consider, flexible work can also include:
NICE recommend organisations take a strategic approach to employee wellbeing, focusing on reducing the stigma around mental health, improving company culture, and being mindful of employee workload and job quality. This suggests senior management must ensure job roles are designed with autonomy and meaningful work in mind, whilst championing wellbeing.
At Allen Lane, all staff have been offered mental health first aid training. This has encouraged the discussion around mental health and reducing the stigma.
Job autonomy shows positive associations with psychological wellbeing, performance, job satisfaction and organisational commitment. Furthermore, approximately 50% of employees would prefer more job control to a 20% pay-rise.
To embed good wellbeing throughout company culture, management should be sufficiently trained to incorporate wellbeing awareness into performance reviews. This one-to-one time creates an opportunity to check-in with staff in a safe, confidential space and identify how employee wellbeing can be contributing to performance.
Not only will this improve individual employee wellbeing but will win them competitive advantage in an ever tightening labour market.
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