Employee Wellness & Productivity – What’s the Connection?

Published by sentuh on

By NickG

What is Employee Wellbeing (and why does it matter)?

Employee well-being was often thought to be associated with workplace safety: the prevention of accidents and the reduction of harm. However, the concept has changed. Employers are now paying more attention to their employees’ mental and emotional health.

People who are worried or burned out do not perform as effectively at work, according to common sense. It’s also supported by research. It’s all about developing supportive work environments and processes for employees. It’s about paying attention to and effectively responding to the issues people confront both within and beyond the workplace. Workload has an impact on happiness. Poor mental health has the same effect. It ensures that line managers may address employee-related issues as they emerge, rather than waiting for them to escalate.

This may cause some business owners to scoff. However, greater workplace well-being can reduce presenteeism and absenteeism, both of which are costly to businesses. Employee productivity and pleasure are correlated with greater levels of workplace wellness. It can also help a company’s profitability and efficiency.

What is Productivity?

Every company’s productivity will be different. In the end, it’s a measure of staff productivity. Simply defined, productive individuals are more efficient and successful at work, whereas unproductive employees contribute less to the success of the company.

When we’re sick or distracted by difficulties at home, our concentration and attention are thrown out the window. We go through the motions of a typical day at work. We show up, but finding creative answers to issues is more difficult, and making mistakes is more common. Employees in these situations are undoubtedly underperforming, and corporate productivity suffers as a result.

Presenteeism can develop for a variety of causes.

1) Unmanageable workloads may make it difficult to take time off.

2) A company does not provide paid sick days.

3) Employees have a limited amount of yearly leave.

4) In the case of an absence, there is a dearth of available workers to fill.

5) Employees may be concerned about being punished or penalised if they call in ill.

6) Toxic office environments can encourage employees to “suck it up,” making revealing illness feel like a weakness.

7) Employees may be too ashamed to acknowledge that they are suffering from mental or physical illness.

Building better working environments, where people are valued as assets rather than as numbers on a payroll, may boost productivity and, as a result, profit.

What can be done?

Internal issues are completely within the purview of a competent HR and management staff. If your company is experiencing low staff productivity, take heart in the knowledge that you have the power to fix it.

Managers, however, may be one of the most difficult challenges to overcome. According to a Deloitte survey, 24% of line managers do not feel that employee well-being is their duty, which includes controlling the workloads of those they supervise.

Given how closely burnout is now linked to workload, this is problematic. It also emphasises that workplace wellness entails more than merely putting a meditation pod in the office.

If poor task management is the source of low productivity at work, then hot yoga or beanbags during lunchtime isn’t going to make much of a difference.

The Duty of Care of an Employer

Employers have a responsibility to their employees. This entails assisting them before they hit rock bottom and have to take a three-month sick leave.

As a result, it’s critical to comprehend the relationship between happiness and productivity.

Some corporations provide third-party counselling services to their employees. This might be a private phone number or a reference to a therapist who can help. Appointing wellness officers might also be beneficial. These are supervisors or workers who serve as pointers to support services while also acting as a point of contact for employees with job-related difficulties.

Recognize the realities of today’s workplace. Some businesses benefit greatly from flexible working arrangements. It has the potential to attract fresh talent who might otherwise be unfit for a traditional 9-to-5 job.

What does it matter if someone starts work two hours sooner and finishes two hours earlier as long as the task is done effectively and to the stipulated standard?

Working from home is also more convenient for individuals with children. It also makes it easier for employees to attend appointments, which encourages them to support their own well-being requirements. Employers reported fewer sick days during the epidemic when employees worked from home. It also prevented ill and healthy workers from coming into touch.

Employees save money and time by eliminating the need for a long trip. While allowing for flexibility is a show of trust, it is also a sign of insecurity. Employees who feel trusted and respected enough to benefit from individualised work rules are more productive. It will also boost the attractiveness of the company when you’re hiring.

What you can do right now

Do you have a company with over 200 employees? Talk to us. We can organise wellness events at your AGMs, family days, you name it. You can also get your employees signed on to SentuhApp where they can enjoy a <insert your company name> discount code.

Employees are assets. Companies that take the time and care to ensure they have a happy and productive workforce often find they have a better and more profitable business at the end of it.

Let us help you make that happen on the wellness front.

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