Wellbeing at work
Before re training as a Nutritionist, I was in HR for 17 years so I was excited to be invited as guest speaker on an episode of the HR Uprising podcast to speak to Lucinda Carney about the role health and wellbeing can play in organisations.
According to the ONS, in August 2022, an extra half a million people were out of the labour force due to long term sickness compared to 2019. But what if Organisations were able to offer extra support to employees to ensure they not only came to work, but came to work well, and happy?
Covid knocked the stuffing out of a lot of people and we’ve returned to business as usual without the acknowledgment of the freight train that hit us all in different ways. The knock on effect has been higher rates of stress, anxiety and dopamine hit seeking things like alcohol, vaping and ‘sweet treat’ foods. Maybe, just maybe, adding more healthy options to the canteen menu, a monthly chair masseuse visit, a weekly fruit basket, access to alcohol support services…could all make a huge difference.
One has to ask, can Organisations afford for their employee’s wellbeing not to be on the agenda? As the National health service is harder to access, Organisations have an opportunity to play a part in educating, supporting and empowering their employees to be more healthy, thereby improving employee satisfaction, absenteeism and rates of long term sickness. After all, we know there is a compelling science based link between the food we eat, our health and our mood.
Most organisations have re shaped their working from home policies (since working from home is so much more commonplace), but fun, interactive employee workshops can also be very helpful. For example, preparing healthy snacks for the desk or how to menu plan around hybrid working, stress management, managing the menopause or the link between mood and food.
An approach that acknowledges there is ‘no one size that fits all’ is the best one. After all, the same problem can have multiple drivers. One employee’s stress may be driven by a lack of exercise so they may benefit from a cycle to work scheme or subsidised gym membership. Another employee’s stress may be caused by financial hardship and coping with an increase in the cost of living so access to a financial advisor may be the most helpful thing they can offer.
I don’t know about you, but working for Employer who acknowledges the importance of a work life balance, flexibility and kindness, has sort of galloped right up to the top of my priority list. So, taking an interest in employees health and wellbeing has positive implications for retention too.
If you are interested in a workshop or talk within your Organisation, please see my corporate wellness page and get in touch.