Beyond the buzzwords

Communicate Recruitment • October 11, 2023

Employee wellness is about more than where their desk is

What comes to mind when you think of the words “employee wellness”? Is it that they’re allowed to work remotely once or twice a week? Or that they may take more than one coffee break if they work from the office?

 

There is no right or wrong answer, only the notion that employee wellness is not as straightforward as ‘perks that other companies don’t offer’.

 

Instead, wellness is influenced by many internal and external factors in the organisation and by each individual’s needs, preferences, and expectations.

 

One of the most debated and controversial issues in employee wellness is the work-from-home policy. Some organisations allow or encourage employees to work remotely, while others prefer – or require – them to work on-site.

 

Sure, both have advantages and disadvantages, but that’s not really the point.

 

State your case

 

Whether you’re a human resources professional, business owner or manager, you can’t determine the wellness of your employees based on where they’re allowed to work. In fact, some sources suggest that remote work can increase the risk of micro-management, primarily if managers aren’t used to leading remote teams or lack trust and communication with their employees.

 

Take this scenario:

 

Although Brian can work from home on Tuesdays and Wednesdays, he still experiences exclusion and micro-management via Microsoft Teams. The only difference is that he isn’t in the same vicinity as his colleagues on two days of the week.

 

Here’s another:

 

Esihle is a single mother of two. She can work from home, which should give her more time to balance her life. But her manager, who has two grown children, can’t understand why it takes Esihle an hour and a half to fetch the children from school and settle them at home. And because her work schedule is so full, she has to work late most nights anyway.

 

The point is, that you can’t focus solely on work-from-home policies as a measure of employee wellness. Instead, consider a broader range of aspects.

 

What’s the solution?

 

Never assume that you’ve achieved employee wellness without first asking your people what they want and need.

 

Perhaps Brian’s manager should re-think their management style and give Brian a shot at the decision-making table during meetings. Esihle’s boss can be more empathetic about her situation and find a way to work around her duties as a parent – seeing as the selling point for remote work is work-life balance.

 

Listen to your employees’ feedback and opinions on what makes them happy and healthy at work (regardless of where their desk is). Involve them in the design and implementation of employee wellness initiatives and programmes. Monitor and evaluate the outcomes based on their wellbeing, not just their performance.

 

Remember, people can perform brilliantly and still be unwell.

 

Intangible factors of employee wellness

 

1.   Trust and respect

Are employees treated like adults? Do they feel valued and appreciated for their contributions and achievements? They must trust their managers and colleagues to support and respect them as professionals and human beings.

 

2.   Diversity and inclusion

Do they feel that they belong and are accepted – even celebrated – for their identity, when it comes to race, gender, age, religion, sexual orientation, disability, and so on? Ensure they have equal opportunities and access to resources and benefits.

 

3.   Work-life balance

Employees need enough time and energy to devote to their work and personal lives. Don’t pressure them into sacrificing their health or happiness for the sake of the organisation. Allow them to feel in control of their workflow and schedule.

 

4.   Leadership quality

Don’t fall into the micro-management trap. Guide and inspire people to have clear goals and expectations. And remember to give regular feedback and recognition so they feel they have a say in the decisions affecting them at work.

 

5.   Culture flexibility

Is the work culture adaptable and responsive to changes? Encourage employees to learn new skills, try new ideas, and take calculated risks without fear of failure. They need to feel that they’re a part of the team working toward a shared vision.

 

6.   Rewards and recognition

Compensate employees fairly and adequately. Give them opportunities to advance their career and increase their income while rewarding their performance, not their politics or popularity.

 

7.   Learning and development

Offer employees access to resources and support to enhance their skills and knowledge. Allow them to feel challenged and stimulated by their work so they can apply their creativity and innovation to solve problems or improve processes.

 

Not just a fad

 

Employee wellness is a critical and strategic component of HR management. To put it plainly, it can make or break business success. So, don’t take it lightly or for granted; make it a priority that requires attention and improvement.

 

Contact Communicate Recruitment for advice on hiring talent (or apply for your next role).

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