Unlocking Employee Well-being: A Deep Dive ??

In a world marked by the COVID-19 pandemic, the 'Great Resignation,' and a growing talent shortage, workplace well-being has never been more critical. Expressions like 'burnout,' 'workplace fatigue,' and 'job dissatisfaction' have become daily fixtures in business conversations.

But despite this increased dialogue, Deloitte's second employee well-being survey reveals a stark disconnect between words and actions.

Promoting a workplace culture of well-being is at the core of what I do, and is a cornerstone of my mission in founding the myday.health !

That is why, I want to share some of the fascinating survey’s key findings and delve into my personal thoughts about them.?

Deloitte's Eye-Opening Survey

Deloitte joined forces with Workplace Intelligence, an independent research firm, to survey 3,150 executives, managers, and employees across the United States, the United Kingdom, Canada, and Australia.?

Shockingly, the results indicate that many employees are still grappling with distressingly low levels of well-being. In fact, most of them reported that their health and well-being hadn't improved over the past year.

To me, these findings are concerning, and reveal a pressing need for genuine change. We're at a crucial turning-point. Business owners need to move past just discussion well-being, and begin turning these intentions into actionable goals today.

Complex Factors at Play

Deloitte's survey reveals several complex factors contribute to the struggle of improve employee well-being:

1. A Discrepancy Between Intentions and Perceptions: C-suite executives are motivated to enhance employee well-being, with more than 75% reporting progress. However, self-reported employee well-being doesn't mirror these efforts. In-fact, less than two-thirds of workers say their physical and mental well-being are “excellent” or “good” (63% and 58%, respectively)

This disconnect highlights the importance of aligning executive intent with tangible actions. Leadership should engage with the well being of their team in a more meaningful way, to bridge this gap. I believe businesses should start measuring employee well-being as a key KPI.?

1. Emotional Toll: Employees, managers, and executives all report frequent negative emotions, including exhaustion, stress, and irritability.

The prevalence of these emotions indicates that there's a shared struggle, even among leadership. Businesses should prioritise creating a supportive environment where emotional well-being is actively addressed. One great way businesses can begin doing this is through creating internal and multi-company support groups.

1. Work-Based Obstacles: 80% of employees face work-related challenges that hinder their well-being goals.

I think it is crucial that employers identify and address the obstacles hindering employees systematically. Encouraging work-life balance and providing resources for employee well-being should be a priority.

The Path Forward

So, what's the solution to this well-being crisis??

Deloitte suggests a shift towards a long-term view of employee welfare. Quick-fix benefits won't cut it.

To genuinely boost employee well-being, businesses should:

1. Empower Managers: Line managers play a pivotal role in day-to-day well-being management. Both employees and managers believe that managers should take some responsibility for well-being. However, many lack the tools and support needed.

Empowering managers is essential. They need adequate training and resources to effectively support their team's well-being. This is where businesses can make a substantial difference. I created MyDay as a way to tackle this problem, providing an out-of-the-box solution for supporting management in prioritising employee well-being.

1. Hold Executives Accountable: Executives express a commitment to workforce well-being, with many suggesting their bonuses should be tied to it. However, there's a significant gap between intent and action.

Transparency is key to positive impact for businesses. I believe that all companies should publicly report well-being metrics, fostering trust and accountability. This alignment between intent and action can attract both talent and public support.

1. Embrace Human Sustainability: To truly commit to employee welfare, businesses must embrace human sustainability, creating value for current and future workers and society at large.

Human sustainability means nurturing not just physical health but also skills, purpose, and belonging. It's a holistic approach to well-being that can drive both individual and societal success. To me, this is without a doubt key to creating a happy and healthy work environment.?

A Brighter Future

The employee well-being crisis is a pressing issue that businesses can't afford to ignore. Failure to act can lead to burnout, increased stress, talent drain, and even damage to reputation.

I believe all business owners need to take a proactive stance when it comes to workplace wellbeing, and that is why I created the MyDay app. It simplifies well-being monitoring, promotes employee connections, and aligns with broader sustainability goals.

We have the tools and knowledge to tackle the well-being crisis head-on. Let's prioritise our employees' well-being, not just as a perk but as a fundamental aspect of business success!

Curious to learn more about the MyDay app? Book a call with me today and take that first step toward a brighter, more sustainable future for your organisation.

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