Help your employees beat the January blues08 Jan 2019
MINIMISE STRESS THROUGH A HEALTHY WORKPLACE CULTURE
It’s no surprise that stress is the number one cause of long-term absence. According to HSE statistics, in 2017/18 there were 0.6 million new or long-standing reported cases of work-related stress, depression or anxiety in the UK. 2015/16 stress accounted for 44% of all work related ill health cases and 57% of all working days lost due to ill health.
Pressures and stresses can come from both work and home. At work there are often heavy workloads and long working hours, while at home there can be financial stresses, lifestyle pressures and general family concerns, all of which have an impact on the way people feel and act at work.
Employers should consider the mental, as well as physical, wellbeing of their employees, focusing on prevention rather than reacting to some of the possible outcomes such as high staff turnover, high absenteeism rates and the associated business costs with both of these.
The introduction of flexible working or flexi-time can help employees deal with stress by allowing them to balance their work and personal lives more effectively and reducing the need to take time off. Businesses should also ensure managers at all levels of an organisation are supportive and empathic. Awareness, encouragement and recognition are important, as feeling valued and appreciated provides a key extrinsic motivator which can have a positive impact on a person’s well-being.
Visit the HSE website for more information about dealing with workplace stress: http://www.hse.gov.uk/stress/
LIMIT OUT OF HOURS COMMUNICATIONS
Just about everyone is contactable all of the time these days. Often it’s hard to ignore those emails and messages when they come in, even if it can wait until Monday morning.
In September last year, Lidl announced their staff in Belgium would be banned from sending internal emails between 6pm and 7am to relieve their staff from the perceived responsibility to be contactable at all times. Notably, this rule has not yet been applied within Lidl UK, but it may make you think, as an employer or manager, about how sending emails out of hours might affect the recipient and put them under unnecessary pressure. If you don’t require an immediate response but just want to tick it off your ‘things to do’ list, consider setting up a time delay or create a draft to send early the next working day instead.
Presenteeism, where employees continue to come into work when they are unwell, can be a big issue for employers. A member of staff who is not fully fit enough to engage at work may be physically present but will not be making a proper contribution to the business, impacting not only the quality and quantity of the work they produce but affecting the overall working atmosphere, including for the people around them.
‘Presenteeism’, or people coming into work when they are ill, has more than tripled since 2010, according to the latest CIPD/Simplyhealth Health and Wellbeing Survey. The survey reports that 86% of over 1,000 respondents said they had observed presenteeism in their organisation over the last 12 months, compared with 72% in 2016 and just 26% in 2010. Having unhealthy people at work could create a vicious cycle, with more employees falling ill after catching a cold or illness from sick colleagues.
Presenteeism is more likely to occur there is a culture of working long hours and where the demands of the business take priority over employee wellbeing. Employers should take action to make sure that the culture of the business supports employees as recognising the importance of healthy, happy staff will lead to business performance improvement across the board.
Do something about the wellbeing of employees in your organisation…
INSPIRING provide a range of support for organisations looking to improve their Health and Wellbeing culture, including Employee Surveys, Leadership and Management Development and consultancy services to help implement BS 76000 – Valuing People standard.