With the rise of burnout, stress-related illnesses, and declining productivity levels, it is evident that there is a pressing need to address the root causes of declining workplace wellbeing. However, there are common misconceptions and misunderstandings surrounding the factors that are contributing to this decline, as well as the impact it has on individuals, teams, businesses, and society at large, which need to be unpacked if we are to succeed in reversing this growing threat.
Misunderstanding 1: declining workplace wellbeing is solely the result of individual factors, such as poor time management or lack of resilience. While these factors certainly play a role, they are only a small piece of the puzzle. In reality, workplace wellbeing is often influenced by broader systemic issues within organisations, such as high levels of job insecurity, unrealistic workload expectations, and toxic work cultures. According to a 2018 survey by the American Psychological Association;
64% of employees reported that they feel stressed at work, with workload being the most commonly cited source of stress.
Misunderstanding 2: The impact of declining workplace wellbeing is predominantly experienced by the directly affected employees. For many, it is a considerable personal concern, however it can also have significant repercussions for teams and organisations as a whole. Research has shown that when employees are stressed and burned out, they are more likely to make mistakes, have lower job satisfaction, and be less engaged at work. This can lead to decreased productivity, higher turnover rates, and ultimately, reduced profitability for businesses. In fact, a study by Gallup found that;
disengaged employees cost U.S. businesses up to $550 billion annually in lost productivity.
Furthermore, the effects of declining workplace wellbeing are not limited to the confines of the workplace. They can also spill over into employees’ personal lives, affecting their relationships, physical health, and overall quality of life. According to the World Health Organisation;
work-related stress is now the leading cause of absenteeism and long-term disability worldwide.
This not only impacts the individuals themselves but also places a significant burden on healthcare systems and society at large.
Mindset shifts
To address the issue of declining workplace wellbeing and improve performance and health for employees, teams, businesses, and society as a whole, it is crucial for leaders to take proactive measures. This involves shifting their mindset and making meaningful investments in creating a positive work environment that promotes wellbeing and supports employees’ holistic health.
Mindset shift 1: One key mindset shift that leaders and businesses must make is to recognize that workplace wellbeing is not just a nice-to-have perk, but a strategic imperative. Studies have consistently shown that organisations with a strong focus on employee wellbeing have higher levels of engagement, lower turnover rates, and greater profitability. As such, investing genuinely improving employee wellbeing is not just the right thing to do, but also a smart business decision.
Mindset shift 2: Another key mindset shift is to move away from the belief that employees are solely responsible for their own wellbeing. While individuals certainly play a role in managing their own health and happiness, organisations also have a responsibility to create a work environment that supports and nurtures employee wellbeing.
Mindset shift 3: Finally, leaders must shift their mindset from viewing workplace wellbeing as a cost to seeing it as an investment in their most valuable asset – their people. By prioritizing employee wellbeing and creating a positive work environment, businesses can not only improve performance and productivity but also attract and retain top talent. This can have a ripple effect on downstream society, as employees who feel valued and supported at work are more likely to be engaged and fulfilled in their roles, leading to positive contributions to their communities and society at large.
Regaining control is a choice for leaders and businesses
Workplace wellbeing is a complex and multifaceted challenge that requires a holistic and proactive approach. By dispelling common misconceptions and shifting their mindset, leaders and businesses can regain control of this threat and create a work environment that fosters health, happiness, and productivity for all stakeholders.
Ultimately, by recognizing the purpose of business beyond profit-making and making genuine investments in employee wellbeing, organisations can not only run thriving businesses but also contribute to a stronger and more resilient society, and whilst this is not the sole purpose or responsibility of businesses, there is no doubt that a stronger, healthier, and more resilient workforce and society also provides a much robust environment in which to operate our businesses from, so our efforts will not be in vain.
How do businesses REALLY regain control?
Ultimately businesses have three options to build resistance against and ultimately reverse the threat of declining wellbeing in their workplace:
1) aim to use their exisiting talent wellbeing
2) hire new talent either through traditional employment or consultancy
3) take a blended approach using temporary outsourced specialists in partnership with exisiting teams
Option three typically offers the most viable solution as specialists and experts can fill exisiting knowledge and experience gaps, whilst deeloping a solution that is designed to be delivered by the exisiting internal team, initially with further support, but later with the intention of leaving the organisation self-sufficient in this emerging area.
Whichever approach your organisation chooses, the following earlier articles from our WiseTalk series will assist in enabling leaders and decision-makers to understand what is required, and to feel more prepared for avoiding many of the common pitfalls and mistakes that delay or derail strategic projects of this nature.
- Creating the Business Case for Investing in a Strategic Approach to Workplace Wellbeing
- What makes a great Chief Wellbeing Officer / Workplace Wellbeing VP or Director?
- How we set our workplace wellbeing personnel up to fail.
- Shaping an impactful and measurable workplace wellbeing strategy – Lesson 1
- Shaping an impactful and measurable workplace wellbeing strategy – Lesson 2
- The Tricks and Pitfalls of Shaping a Workplace Wellbeing Strategy.
If going it alone feels like a risky approach, please reach out to me directly to discuss how we can become your wellbeing partner.