Workplace pressures are no longer just about work. The research reveals that a large majority (81%) of HR leaders recognise the need to focus on employees as ‘whole people’, looking at wellbeing in a more rounded way.
This means considering all aspects of the person, both inside and outside of the workplace, and providing support aimed at physical, mental and emotional wellbeing. Yet 45% of HR leaders report that their organisation’s current approach to wellbeing is siloed and inconsistent. Most significantly, the research suggests organisations are continuing to separate wellbeing in the workplace from general wellbeing outside of work. This is problematic when employees are focusing more and more on their perceived work/life balance.
Fig. 4. Organisational support for wellbeing for staff offered today
With current isolation policies, the line between work and home life has blurred; many people are not just working from home, they are actively juggling the roles of worker, carer and even teacher.
With many thinktanks predicting that increased home working is something that is here to stay, businesses need to support wellbeing by taking account of these individual pressures, investing in the supportive benefits packages, and adopting more flexible working policies to help their employees navigate this new work/life balance.
Fig.5 Activities to improve employee wellbeing over the next 5 years.
Which of the following scenarios do you think would positively impact wellbeing in your organisation in the next 5 years?
