3 Barriers to Implementing a Wellbeing Program Debunked
Employee wellbeing is gaining momentum across leading organisations. However, HR managers are still facing barriers when trying to implement a workplace wellbeing program.
WorkScore identifies and debunks the common barriers that prevent companies from investing in workplace wellbeing.
The adverse effects of poor wellbeing
Implementing a workplace wellbeing program isn't a nice to have; it's a vital priority. Neglecting workplace wellbeing has a massive impact on employee's health. According to a recent Gallup survey, 44% of employees reported feelings of burnout at work. While WorkScore's recent research of over 11,000 Australian employees revealed that 1 in 3 employees believe work is a negative impact on their wellbeing.
Additionally, close to 80% of workers report that they frequently experience stress at work, and one-third of workers rate work-life balance as an issue. As a result, 40% of employees aren't getting enough sleep, and 65% rate other people's wellbeing as more important than their own.
What's preventing a company from investing?
At WorkScore, we have identified and debunked the barriers of creating a workplace wellbeing program so you can convert the challenges into opportunities for your employees' wellbeing to thrive.
So, here are the three biggest reasons why managers are struggling to implement a workplace wellbeing program:
1. Workplace culture
According to Virgin Pulse's survey of over 1,000 HR leaders, workplace culture is the largest barrier to improving employee wellbeing and engagement. One reason may be that companies lack a supportive culture that encourages employees to participate in wellness services and activities.
Most employees want to improve their wellbeing genuinely, and if employees believe that their leaders care and are concerned about their welfare, then they are more likely to jump onboard wellbeing initiatives.
Show you care:
- Encourage your employees:Employees with a high sense of achievement are 27% happier at work, 20% less depressed, and are 14% less likely to be affected by mental health conditions.
- Reduce work stress:Our findings tell us that a whopping 78% of employees experience stress almost every day at work. Be ready to offer solutions such as flexible work, mental health days, or mindfulness sessions.
- Require workers to switch-off:Long work hours impact employees' sleep quality and their ability to switch off from work. Encourage workers to switch off from work, take regular breaks during the day, and get the recommended seven to nine hours of sleep per night.
CFOs are often quick to question the need for workplace wellbeing as they tend to focus on the ROI and cost to invest. However, as statistics show the prevalence of wellbeing issues among Australian employees, the need for workplace wellbeing programs becomes undeniable.
Get senior manager buy-in by educating senior leaders to understand why workplace wellbeing programs are a good investment. Highlight the areas that show investing in employee wellbeing makes good business sense.
- Use data to make your point:When talking to executives, aim to speak their language: numbers, figures, and quantifiable information. Use analytics tools like WorkScore, that link employee wellbeing with factors such as employee engagement, productivity, and high-performance.
- Demonstrate the ROI on a wellbeing program:According to the Workplace Health Association Australia (WHAA), organisations that effectively manage workplace health enjoy 2.5 times increased financial performance. While WorkScore reduced sick leave by 18 hours per employee by improving their wellbeing.
- Link wellbeing with a competitive advantage: In this highly competitive business world, standing out through employee wellness is vital. The World Economic Forumfound that nearly 66% of companies with effective health programs outperformed their competitors. Plus, Willis Towers Watson research found that personalised health programs improved talent attraction by up to 63%.