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Information of interest to our Clients and for the industry


How to promote corporate wellness when it’s not your primary role

It’s a pretty straight-forward formula: healthier employees = higher productivity + less sick days + reduced stress + better morale. But what happens when corporate wellness is not actually your primary job, but your job description just happens to have a tiny reference to ‘promote health and wellness’ listed within it?

You’re not the only one… many small businesses try to promote health and wellbeing within their organisation, yet don’t have a dedicated corporate wellness manager, or the budget to contract an external provider. And the reality is, to implement wellness strategies and programs can often take up more time and resources than what you have available. But the good news is, there are plenty smart ways to execute corporate wellness which are easily implementable and can cost very little or nothing at all.

Here’s where to start:

  1. Make it useful – if people think they will benefit from it, they’re more likely to use it. Start by taking a quick survey of employees to determine what they want out of a corporate wellness program. Alternatively, or in addition, you might like to direct them to a wellness quiz such as ‘find out your real age’ or ‘how healthy are you’, which are in abundance on the web. This might kick them into gear to recognise the importance of their health and also give you a starting point to track progress and program success.

 

  1. Choose one thing and do it well – not every organisation can afford to build a fully-equipped on-site gym or hire personal trainers for their staff. But you don’t have to… there are plenty of small steps to take (see the list below) which, when done well, can make a big impact on physical and emotional wellbeing. And by focusing on one initiative at a time, you still have a long list of health ideas to keep the motivation going for months to come.

 

  1. Be visible – there’s no point in implementing anything without people knowing about it. Use posters, staff notices, email and social media groups to let employees know what’s happening. Research suggests that in order for people to take notice, a message should be exposed between 5 and 7 times!

 

  1. Get feedback – if employees don’t enjoy it the first time round, they won’t want to do it again. Simple. Survey employees, or ask them face to face, for positive and negative feedback, recommendations and suggestions. Because the reality is, if people are enjoying their time spent on their health, and are engaged, the business will benefit just as much as the individual. Try to provide regular touchpoints to check in with employees and track progress.

Statistics regarding Australian workers and wellbeing

Despite your budget, resources or time constraints, there are plenty of creative ways to promote corporate wellness and provide employees with some stimulation outside of work, whilst still being at work. Here are some suggestions which may be a good place to start:

  • Host ‘walk and talk’ meetings where employees can step away from the boardroom and take a walk around the block instead for shorter meetings or briefings
  • Introduce ‘health challenges’ which may provide an incentive for the winner i.e. ‘10,000 Steps Challenge’
  • Provide healthy snacks in the work kitchen
  • Offer flexible working arrangements so that employees can focus on healthy living and work-life balance
  • Offer Employee Assistance Programs to assist employees who may be struggling with poor mental health or need assistance in managing work and life stressors
  • Consider ‘health adventures’ such as rock climbing or hiking for bonding experiences rather than after-work drinks
  • Salary sacrifice gym memberships or other health subsidies
  • Place motivational signage around the workplace encouraging employees to prioritise their health and wellbeing
  • Provide access to showers and/or storage lockers if possible and encourage employees to walk or ride to work
  • Provide bike racks
  • Hire a yoga or fitness instructor once a month (or as frequent as reasonable) to lead employees in a class
  • Provide stand up desks if possible and encourage regular movement
  • Set aside a time each week for employees to take a quick 10 minute stretch break – have an employee lead the group

It is said that it takes around 66 days to break a habit so it’s important to remember that real change can take time. By implementing some form of corporate wellness program into your business, although you may be starting small, you are making a positive change towards a healthy workplace and positive safety culture. Remember to listen to employees wants and needs, do one thing well and be consistent = employees = higher productivity + less sick days + reduced stress + better morale.

 

 

When stress in the workplace becomes a bigger issue

There’s no doubt that we’ve all experienced a high level of stress at some point in our working life. For some of us it may have been short term, and long-term for others. And for some of us, it may be an ongoing and constant source of struggle in our everyday lives. Studies have shown that when stress is prolonged, it can develop into psychological and/or physical injury, so at what point does stress at work become a bigger issue?

Stress is often amplified by a feeling of ‘lack of support’ in the workplace, a traumatic event, bullying or harassment, prolonged work pressures, issues at home, or any number of other tensions. In fact, mental health is responsible for around 6% and $543 million of workers’ compensation claims each year, covering approximately 7,200 Australians.

As part of Australian Workplace Health and Safety Laws, employers have a duty or care to manage risks which may cause any physical or psychological harm. So what can Employers do to ease the burden? Here are some short term steps to ensure employees feel happy and supported at work:

  • Ensure job demands are achievable – workloads can be carried out and completed in a reasonable timeframe, with limited pressure
  • Job control and ability – employees should be well trained in how to do their job safely, and provided with all necessary equipment and resources
  • Communication and support must be top priority – employees should feel comfortable in talking to management about any issues, and feel supported and listened to if a problem should arise
  • Recognition and reward – ensure employees are told when they’re doing a good job and provide opportunities for skills development and further training where possible
  • Early intervention – develop a confidential survey to ask your employees if they’re okay, what challenges they may be facing and addressing any issues in the workplace… you may realise team culture or the workplace environment is different to what you initially thought!

And if that is the case, there are other solutions to assist employees improve their mental wellbeing, productivity and sense of support. Read up on Employee Assistance Programs and Return to Work Coordination, which are proven to effectively reduce problems associated with workplace stress and injury.

Is burnout costing your business? Here’s what to do about it.

Picture this… you’re the GM or CEO of a booming commercial company; you’re well connected and well respected within the industry; you rise above any challenge, find superior solutions to any problem, exceed all expectations and the business thrives because of it; you’ve got a nice little holiday home, drive a European car and fly business-class. But here’s the problem… the holiday home sits empty because you work seven days a week, 52 weeks a year; you rarely see your kids before they’re in bed, only ever eat on the run and haven’t been on a date with your partner in months; you’re gaining weight at a steady pace and even the strongest pain-killers are no longer easing your migraines; you can’t take your mind off work, feel as though your constantly putting out fires, and you’re stress levels are through the roof. So is it all worth it?

While studies into burnout have been happening for years, acknowledgement and awareness have only recently become more prevalent within Australian businesses, with workers from the CEO to the receptionist and cleaner often ignoring its symptoms. But not only is burnout affecting the lives of those experiencing it, it’s also costing businesses billions of dollars each year in absenteeism, presenteeism, accidents and injury.

And this is a problem! Job burnout is associated with work stress and is a state of physical or emotional exhaustion, usually involving a sense of reduced achievement, which can be related to health conditions such as depression, illness and disease. Symptoms can include becoming cynical or critical, irritability and/or impatience, decline in productivity and concentration, fatigue, lack of satisfaction or physical illness. So whether you’re the CEO of this particular booming business, or you recognise symptoms in your employees, it’s so important that they are not ignored.

Here are some key areas to focus on:

Lack of control – do workers have control of their own schedule, projects or workload? Do workers have all the resources they need to do their job?
Role and expectations – do workers clearly understand their role and expectations, how much authority do they have and do they feel valued?
Demands – are workers able to cope with the demands and workload of their role?
Relationships and support – do workers have positive working relationships, with open communication, with co-workers and managers? Do manager’s micro-manage work? Are workers receiving encouragement and support for a job well done?
Organisational change – if change or restructure is taking place, are workers well managed and effectively communicated to?
Activity extremes – is the job monotonous or chaotic? Both can lead to burnout.
Work-life balance – does the job take up so much time and effort that a worker is missing out on time with friends or family, or doesn’t even have the energy to take part in activities outside of work?

It’s important to remain object and keep and open mind when you consider these questions… because at the end of the day, health is more important than ticking an item off your to do list.

“Presenteeism is a concept that describes people being present at work but not productive. Current research shows this to be a $33 billion loss to Australian industry.”

If you’ve realised that burnout is in fact prevalent in your workplace, take action! There are plenty of small things which can help:

Evaluate the options – what is priority 1 on you or your workers to do list? Work together to determine expectations, problems and solutions, what needs doing now, and what can wait. Be realistic.
Get help – reach out to support networks: co-workers, family and friends. Anyone who might be able to assist either in collaborating you to get the job done, or provide you with some stress-relief. An Employee Assistance Program is a great tool to provide counselling, support and useful techniques to manage stress and build resilience.
Take your mind off it – try a relaxing activity or hobby that might assist in taking your mind away from work, even for 10 minutes.
Exercise ¬– there’s a lot of research proving that exercise is a great stimulant for improving mental health. Get moving!
Rest ¬– as with exercise, sleep is vital to functioning at full capacity, not to mention allows you to think clearly and make good choices.
Practice mindfulness – there are plenty of Apps available which can take you through mindfulness techniques to calm and reduce stress.

So after a bit of re-prioritising, delegating and practicing some mindfulness, you’re still the CEO of a booming commercial company; still well connected and well respected; and you’re taking the family to the holiday home for the weekend, while you switch off your phone and enjoy some ‘me’ time. Because what you’ve just learnt is that well-managed workplaces are proactive about burnout, see issues as they arise and are prepared to put workplace health first.