Wellbeing

Wellbeing in the Workplace

Promoting Wellbeing in the Workplace

Workplace Health Promotion combines the efforts of employers, employees, and society to improve peoples health and wellbeing. Organisations that promote wellbeing in the workplace recognise that a healthy workforce is essential for its success.

They ensure that their employees feel able to voice their ideas. Which includes being listened to and actively engaged in how employees do their job. As a result, they feel more committed to the organisation. As they understand the work they do is both more meaningful and valued.

Promoting an open-door policy, where mental health is discussed openly, can support everyone struggling with their mental health. Staff will feel more able to discuss things easier and sooner. Creating a culture where help-seeking is supported, also helps overcome any discrimination and stigma in the workplace.

Ways to ensure that your organisation is actively promoting wellbeing for your staff includes. Having integrated policies, systems, and practices to ensure positive wellbeing health at all levels of the organisation. Within an organisations policies, mental health should be at the heart of them, such as:

  • Health and safety
  • Working time
  • Sickness absence and return-to-work

By investing in these approaches and promoting mental health and wellbeing in the workplace. It sends a clear message to staff that they are valued. It also shows employees that their wellbeing is of paramount importance to the organisation.

There are countless benefits for employers supporting their employee’s mental health and wellbeing. Implementing the necessary measures doesn’t have to be expensive, and many are simple, inexpensive actions that produce significant results. Any benefits far out way any potential cost with a more productive and healthier workforce.

Some Benefits include:

  • Increases in productivity, efficiency and innovation
  • Business costs get reduced, and profits increase
  • Increases performance and improves staff morale
  • Improved employee engagement
  • Reducing staff turnover and hiring fees
  • Reduces sickness absence
  • Your reputation as an employer is enhanced
  • Your duty of care requirements is fulfilled
  • Increased loyalty from employees

What is the Cost of Doing Nothing?

Mental health issues are widespread within the workplace, and it is the leading cause of sickness absence. A staggering 70 million workdays are lost every year due to mental health issues across the UK. It costs employers approximately £2.25 billion per year. 

Higher staff turnover and recruitment costs

The cost of replacing an employee will probably come as no surprise to businesses. On average companies spend £5,433 on logistical costs, to replace a member of staff. However, often, the financial impact of having replacement workers learn the ropes and settle into their role effectively is not considered. 

Rises in the conflict in the workplace

Mental Health problems and Stress can lead to costly and time-consuming conflict within the workplace. Therefore Stress is the second most significant reason for conflict. 

Lower productivity 

With mental health issues, staff members are more likely to continue to come to work as they do not feel comfortable disclosing any problems relating to their mental health. They remain concerned about raising workplace issues or disclosing anything about their mental health due to fear of stigma and discrimination. 

Loss of workdays due to absenteeism

Industries estimate that there are 70 million days lost each year associated with mental health issues. That’s approximately 10 million results from stress, anxiety and depression. 

Employees say this is a direct result of their working conditions and workloads. More days are lost, due to work-related mental ill-health than any other cause of work-related illness.

 

Sickness absence is particularly likely to be under-recorded with regards to mental health issues. This is due to the significant scale on which these problems go unrecognised and undiagnosed in the workplace. 

A further reason is due to the possible unwillingness of many employees to be labelled as mentally ill.

Top 5 Tips to boost mental health and wellbeing

Conclusion

Employers could save a significant percentage of these costs if simple steps to improve the management of mental health are implemented. This should include prevention and early identification of problems.

Taking action to promote mental health and wellbeing among employees makes excellent business sense, by providing better support to anyone experiencing distress and supporting those who need time off to come back to work.  The cost to organisations of neglecting mental anguish at work is too high to be ignored any longer.

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Mental Health Awareness and Wellbeing
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