The Case for Investment in Mental Health and Wellbeing in the workplace
The Hidden Cost of Absenteeism
Absenteeism is a significant issue in the UK workplace, with an estimated cost of £56 billion according to a Deloitte report from March 2022. The impact of mental health on absenteeism is undeniable, as sickness rates have surged to 51%, with depression, anxiety, and stress being the most common reasons for workplace absence. The estimated cost of mental ill health is Northern Ireland is £3.4 billion (NI Audit Office 2023).
The Financial Gain of Wellbeing Programmes
Investing in the right wellbeing programmes can yield significant returns. Deloitte’s report highlights an impressive return on investment (ROI) of 530% for every £1 spent on the right mental health and wellbeing initiatives. It is paramount to invest in a wellbeing strategy which will build a foundation of a “care culture” environment within the workplace. This demonstrates that such investments are not just beneficial for employee health but also for the financial health of the organisation.
Building a “Care Culture”
Investing in your employees’ wellbeing helps develop a “care culture,” showing the organisation has a commitment to their mental health, emotional wellbeing and personal growth. Listening to employee feedback about their needs and concerns can enhance their workday and result in an overall positive experience adding to their emotional wellbeing. This not only develops stronger teams and better performance but helps to grow the care culture within those teams. By addressing obstacles that hinder employees from completing their daily tasks, organisations can boost job satisfaction and empower employees. This empowerment leads to a comfortable environment where employees feel safe asking for help and support when needed.
The Power of Employee Feedback
It is paramount to gain feedback from employees about obstacles and stress points in their work and this allows organisations to identify and remove these barriers and together find solutions to reduce stress points. This approach not only enhances employee emotional wellbeing and satisfaction but also contributes to a more cohesive and effective team. When employees feel heard and supported, they are more likely to collaborate effectively, resulting in less presenteeism, better focus, and a safer work environment.
Designing a Wellbeing Strategy
Creating a care culture is the foundation to build a robust wellbeing strategy. Communication of wellbeing strategies grows awareness and leads to knowledge, which in turn builds confidence and encourages an inclusive environment. A comprehensive wellbeing strategy might include mental health awareness workshops to educate employees about mental health, to reduce stigma and fear and encourage open discussions about mental health issues and about how we think, feel and act. This in turn can remove the fear of talking about mental health and how we feel within a safe environment.
The Role of Mental Health First Aiders
Training employees as Mental Health First Aiders can provide crucial support within the organisation. These advocates can guide and signpost their colleagues to the appropriate resources and help when and if needed. Additionally, educating managers in mental health first aid equips them with the soft skills necessary to be approachable, to be aware of the importance to become good listeners, and be supportive leaders who can effectively address their team’s concerns and needs.
Conclusion
Investing in workplace mental health and wellbeing is not only a moral imperative but also a financially sound strategy. By building and promoting a care culture, addressing employee feedback, and implementing comprehensive and achievable wellbeing programmes, organisations can enhance employee satisfaction, reduce absenteeism, and improve overall performance. The benefits are clear: a happier, healthier workforce leads to a more successful and sustainable organisation with a strong reputation to attract and retain the best talent.