Employees wellbeing is a vital issue that companies are striving to address to ensure that their employees remain happy and motivated. After all, a successful workforce is a prosperous workforce. And we all want our staff to be happy and content, right?
This checklist will take you through how you can integrate well-being habits into your company to benefit Employee wellbeing. The guide explains what can be considered in the organisation in advance then what you want to focus on for employee wellbeing at the workplace. From culture and HR process to your leadership staff, you must consider implementing these within your business approach to see real advantages.
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So, this is our all-inclusive checklist with crucial sections to help you execute a purposeful well-being program:
Employee Wellbeing Checklist
There are a wide variety of psychological variables that relate to the employee wellbeing of workers at work. Everybody has a significant effect on your company’s inspiration, resources and emotions.
Anxiety: Not only does anxiety affect our overall happiness at work-it can also harm employees’ physical health and well-being.
Mental Health: Employee well-being isn’t only about health, but rather about the quality of life. While we spend most of our time at work, it is crucial to invest time in family, hobbies, and self-care.
Things within the work environment that can cause mental distress, stress and anxiety.
- Workload – Excessive work
- Needing to work excessive overtime
- Poor communication skills between team members
- Lack of resources
- Equipment – incorrect or broken equipment making completing the job difficult.
Physical fitness in the workplace has long been a priority (Krekel Ward & De Neve, 2019).
It is worth encouraging a better lifestyle, such as healthier food and physical exercise.
Support: Consider offering employee perks, such as yoga clubs and reduced gym memberships.
Provide nutritious snacks and fruit
Ensure that employees recover fully in case they are suffering from sickness.
We are all social beings, and it is not surprising that the interactions we have at work have a significant effect on our well-being.
Merely creating a sense of identity and culture is a safe way to minimise depression and increase employee morale.
Also, promote socialisation through activities such as annual whole business events, the exchange of personal accomplishments of workers and an unofficial intranet.
Employees are likely to support and benefit someone with whom they feel associated.
Language in the workplace is the key factor that strains relations between management and workers, which may erode a sense of identification. Emphasises divisions and can alienate people.
Ensure people don’t feel separated by title, and language that is not conducive with community.
Its important to provide a comfortable work environment. The office needs to have a fine balance between not too cold, not too hot, not too dark and not too bright can have a sizable effect on our happiness.
- Increases energy levels by increased natural light over artificial light.
- Space to relax away from the desks
- Fresh Air
Learning and Development
Personal growth is key for a positive and engaged workforce so providing opportunities to learn new skills.
- Courses and Training Programs
- Individual Coaching
- Performance development plans (PDP)
- Conferences & Shows
Positive relationship with managers and bosses. There must be mutual trust, respect and feeling that you can approachable. People must feel comfortable talking to each other.
Offer management training to encourage good communication.
Establish a safe space, where employees can share worries concerning management and feel comfortable talking.
Hopefully, this checklist will inform you of the different ways of improving the well-being of employees. Employees who are healthy and happy tend to be more engaged at work and perform their tasks effectively. Therefore, enhancing employee well-being is a meaningful organisational strategy.
If you want to know what does HR do and their other responsibilities within the business. Look at other HR policies and procedures.