When I ask candidates why they left their previous roles, one of the most frequent responses is, "I burnt out" or "I took a mental health break." This prompts an important question: Are we truly doing everything possible to ensure the well-being of employees in the workplace?

At Pathmint, where I work as a recruiter, we specialise in partnering with startups across APAC and the US, supporting them from seed stage to IPO. Our experience in helping companies scale their teams and hire for technical roles, executive positions, and niche searches gives us unique insights into the challenges and needs of the modern workforce. This extensive exposure to various business stages and employee dynamics makes me well-equipped to address the critical issue of employee well-being and wellness in the workplace.

Why is wellness in the workplace important?

Life in the workplace has changed a lot in the last few years since the pandemic. However, anxiety, stress and burnout have been prevalent and rising well before COVID-19. 44% of surveyed employees worldwide experienced higher stress levels the previous day. In 2009, this number was 31%.

We are also seeing that 51% of employees are actively or passively seeking a new job, with increased pay being the top factor but improved wellbeing and growth opportunities also being a high priority. 

These are worrying statistics when we think about how stress, anxiety and burnout affect not only our work lives but also our outside lives. When the time comes to clock out for the day, you don't just magically feel better; it can bleed out into our personal lives and can affect our mental and physical health for a long time to come. It can take months, if not years to recover from burnout, leaving a lasting imprint on everyone who suffers from it while the damage to a business from burnt-out employees is incalculable. 

Luckily, there are ways to combat this and take steps to prevent employees from feeling burnt out, stressed, or constantly anxious about their work environment. The onus is on both the employer and the employee, but today, Here are some of the tools and initiatives that employers can put in place to create a culture that allows employees to thrive and feel supported.

Flexible working arrangements

When I think back on all the candidates I’ve spoken to in the last 2 years, a common trend is people want to be able to work from home more. If it’s not fully remote, 2-3 days from home is what most people are seeking. Therefore, when looking for a new role, candidates are much more open to engaging with a company that shows they support flexible working arrangements. Three tech startups across Australia and the US that we have worked with in the last year, were offering an upfront allowance or yearly stipend to improve the employees home or office work setup. With two of those companies being fully remote and the other being hybrid, this a great example of how employers can show they support flexible working environments to top talent as well as ensure the wellbeing of their employees. 

Employees who are offered flexible arrangements are more likely to be engaged; reducing turnover gives them more autonomy to create a schedule that benefits their physical and mental health, which creates a better work-life balance. Flexible working arrangements are not only impactful for current employees but also attract talent in a competitive market. 43% of employees surveyed said that flexible working hours helped them achieve more productivity, and 30% said that less time commuting allowed them to be more productive.  59% of workers said they were exclusively considering new positions that allow them to work from a location of their choice and 64% are more likely to consider a role that allows for flexible hours over one that does not. 

Employers should also consider establishing clear guidelines and expectations around flexible work to prevent misunderstandings and maintain productivity. Regular communication and team meetings can help keep everyone aligned and foster a sense of community, even when working remotely. Additionally, it's important to monitor and address any signs of isolation or disconnection among employees, as these can negatively impact morale and productivity. 

Mental Health Resources and Support Programs

When you spend a third of your life doing something, the impact it can have on your mental health is vast, so employers must recognise the importance of mental health and provide comprehensive support systems to their employees. Not only is it essential for the employee's well-being, overall team cohesion, and morale, but it is also important for the business. Mental health challenges like absenteeism, employee turnover, and decreased productivity result in costs exceeding $39 billion each year for Australian businesses.

There are a range of options and these can include access to counselling services, mental health days, and workshops focusing on stress management and resilience building. Invite a local yoga teacher or breathwork coach to come in once a week and provide classes. Employers can also partner with apps and platforms that offer mindfulness and meditation exercises. 

Above and beyond offering these services, it is important to foster a workplace that allows open conversation about mental health matters. By normalising this and ensuring that employees have access to the resources they need, companies can create a more supportive and understanding workplace environment.

Regular Wellness Assessments and Feedback Mechanisms

Regular wellness assessments can help employers gauge the overall well-being of their staff and identify areas that need attention. These assessments should be anonymous to encourage honest feedback and could include questions about work-life balance, job satisfaction, and emotional well-being. 

Based on the insights gained, employers can tailor their wellness initiatives to meet the specific needs of their employees. Additionally, having a feedback mechanism where employees can suggest improvements or express concerns about their well-being can make them feel valued and heard.

Professional Development and Growth Opportunities

When employers engage actively in the wellness of their employees, there are significant improvements in job satisfaction and productivity. Over 80% of employees report enjoying their work when their employers are proactive about wellness, and this engagement leads to a 6:1 return on investment through reduced healthcare costs and lower absenteeism rates. 

Investing in the professional development of employees is a crucial strategy for cultivating a thriving workplace culture to support employee wellbeing. When employees perceive that their career advancement is actively supported, it not only boosts their job satisfaction but also deepens their commitment to the organisation. A compelling example of this approach comes from one of our clients in Melbourne, who allocates 20% of their employees' paid time to pursue passion projects. Additionally, they regularly participate in workshops and ongoing coaching sessions. These initiatives demonstrate a strong commitment to fostering an environment that nurtures the holistic growth of employees, highlighting the company's dedication to investing in their staff's long-term success and well-being. This proactive investment in employee development is pivotal for building a supportive, engaging, and loyal workplace.

Community and Social Engagement Initiatives

Creating a sense of community within the workplace can significantly enhance employee well-being. Employers can organise team-building activities, volunteer days, and social events that encourage interaction and bonding among employees. These initiatives not only improve morale but also promote a supportive network, reducing feelings of isolation and stress. Employers should strive to create an inclusive environment where all employees feel a sense of belonging and are motivated to contribute positively. 

This is particularly important when the team is fully remote, and that often means distributed making it difficult for face to face interaction. One candidate recently gave me an example from their HR role in a fully remote, distributed company where they sent their employees seeds, a pot, plant food and potting mix so they could grow their own plant at home. This started as a bit of an eye roller with some people but grew (pun intended) into a thriving community that has its own slack channel and has led to some people picking up a new hobby or interest. This is a fine example of initiatives that can be implemented even in remote distributed teams to create community within the workplace.

In Conclusion

As we conclude the first instalment of our series on workplace wellness, one thing is clear: prioritising well-being is not just a perk but a necessity. The strategies we've discussed aim to create an environment where employees don't merely endure but flourish, underscoring the significant impact a supportive and adaptable workplace culture can have on individual and collective health, satisfaction, and productivity.

In our forthcoming second part, we'll delve into the individual responsibilities and practices employees can adopt to bolster these efforts, extending benefits beyond the workplace into personal lives. Together, these strategies offer a holistic approach to workplace wellness, capable of transforming our professional environments and the lives of those who inhabit them. Stay tuned as we explore the journey of embedding wellness at the core of our work culture.

Sources: 

gallup.com - State of the Global Workplace Report in 2023

Gartner 2021 Digital Worker Experience Survey

Black Dog Institute

Zippia