Workplace Wellbeing Trends for 2024

The Future of Wellbeing at Work:

After the tumultuous few years we’ve had globally, it seems strange to be thinking about more changes coming in our future. For many, there’s been enough change and uncertainty to last a lifetime, and the idea of exploring future trends can be a little off-putting. And yet, change is inevitable, and being on the front foot means families, workplaces and society can jump on the crest of the wave of change, riding it to a more unified and humane way of life.

Amongst the recent shifts we’ve seen in the modern workplace, a significant transformation is underway — one that places a sharper focus on human skills and a reimagining of what it means to live a fulfilling life both in and out of the office. Prompted by younger generations, and the deep reflection brought about by the global pandemic, organisations are becoming increasingly aware that fulfilment must be addressed from all of life’s angles, not just from 9-5pm in the office.

People are bringing their whole, human selves to work, and their expectation is that their companies will support them holistically in this new era.

The nature of work continues to evolve beyond the confines of traditional structures. The pandemic acted as a catalyst, compelling organisations to rethink their strategies and prioritise the wellbeing of their most valuable asset — their people. Companies that were adaptable and resilient in this time, with policies, technology and good will, have realised the success of their actions, with higher rates of loyalty and a happier, healthier workforce.

Moving into 2024 and beyond, we’ll see a sharper focus on truly embedding wellbeing into the very fabric of a company. ‘Wellbeing washing’ is on its way out. That’s not to say wellness classes are on their way out. Just that there has been a maturation of the understanding of what ‘wellbeing’ really means and how it is implemented in the workforce in such a way that all elements are considered. Classes and workshops will have their place, but they will no longer serve as bandaids over larger systemic flaws which need priority. This has been accelerated by the legislative changes around psychosocial hazard management, with 2024 being the year that many organisations will truly integrate structural and strategic ways of addressing their unique risks.

Human Skills

While technology continues to advance, the dependence on human skills remains one of the most important features of success, for both employees and employers equally. The ability to communicate effectively, collaborate, and navigate the nuances of human interaction has become as crucial as technical expertise. This tendency shows no signs of slowing down.

Successful organisations are not only acknowledging human skills but are actively seeking ways to cultivate and celebrate them as part of their core culture. Central to this paradigm shift is the recognition that employees are not just cogs in the machine; they are individuals with rich and multifaceted lives. Companies are now actively supporting their teams to live full and whole lives, and finding ways to work collaboratively with them so that they can fulfill their needs and obligations in both their work and their personal life.

How Companies are Embracing Wellbeing Now and into 2024:

• The interconnectedness of sustainability, community, and wellbeing shines through employees voluntarily contributing to community projects;
• Similarly, community wellbeing will receive more support from organisations through social enterprise;
• Significant degrees of autonomy and flexibility, enabling many who wouldn’t be able to take up employment to be able to contribute with meaning, we will see more part-time, 0.8 and 4-day weeks;
• Out-of-the-box approaches to wellbeing, with more outdoor events to support teams and build community;
• A deeper awareness of how communication styles and skills apply to all areas of work, including roles that do not ordinarily depend on these skills;
• EAPs will always be a very important element in workplace wellbeing, however organisations are aware that much more needs to be done upstream so that things like EAPs and worker’s compensation are not relied upon as the main way to support wellbeing at work;
• Hybrid is here to stay, and variations of work patterns, including the 4-day work week, will become more and more common;
• Embedded holistic support of the employees, including the placement of highly-skilled Wellbeing Officers whose primary job is to support the wellbeing of the staff, coordinate actions between departments like HR and OH&S, and act as a bridge to prevent psychosocial risks;
• A deeper awareness of how the social determinants of health affect a person’s current and future health and wellbeing, with supports in place to improve these outcomes - targeted wellbeing initiatives based on workplace population needs.

As a wellbeing specialist, I truly believe that the future of work is moving in this direction, strengthened by the awareness of younger generations, and supported by new technologies. Future-focussed, sustainability-based organisations are the ones who will lead the charge, and as such, will reap the benefits of a healthier, happier and, most importantly, more enduring workforce.

11 Wellbeing Strategies for 2024:

If you are a small to medium-sized business, you can’t necessarily afford a HR Department or a pricey wellbeing program for your teams. However, there are still things you can do to start moving in the direction of supporting employee wellbeing. Set aside some time to go through a handful of these strategies to begin 2024 with a better understanding of the wellbeing needs of your workforce.

1. Wellbeing Review: Your teams can only benefit from a review of their health and wellbeing. Start with already-accessible data, like employee surveys, absentee rates, workplace injuries, and turnover rates. Consider what gaps are missing and seek to fill them, potentially using an external support to gather baseline data, including qualitative data through interviews and anonymous feedback. From there, start building your campaign. Don’t come in with what you think is right. Use the data to guide you.
2. Co-design: Incorporate early stakeholder engagement to create your wellbeing plan. Use the data you have gathered, but also create opportunities to involve the different teams in creating the strategy you will use. Start with facilitated meetings, and bring the stakeholders with you along the journey. You don’t have to have it all figured out, so be honest and open to create a culture of support and trust.
3. Psychosocial Hazards: By now you should have already conducted a psychosocial risk assessment and identified areas of hazards within your organisation. Integrate the assessment results into your policies, as well as your wellbeing strategy, embedding the assessment actions into your wellbeing strategy. Consider which changes are required on an organisational level, and which will come about through supportive practices, training, and risk minimisation. Seek external support if needed.
4. Remote Work: Where possible, allowing flexibility for your workers can relieve pressure on people with carer responsibilities and open up work opportunities for people who would not otherwise be able to work. Be open to requests for alternative work arrangements, and seek to find the benefits of this for your organisation. Increase wellbeing support for those who work remotely, adding policies and education around ergonomics, boundary setting, contact hours, regular breaks, flex time, etc.
5. Mental Health Initiatives: Create a stigma-free environment, openly discussing mental health and providing resources like mental health days and training. Focus on establishing trust and psychological safety, so that employees feel safe sharing their struggles and needs. Ensure new strategies are integrated into your psychosocial risk framework.
6. Flexible Work Arrangements: As above, organisations that are not offering some degree of flexibility are potentially alienating many future employees. Arrangements like this can play a positive role in many people’s lives. Establish clear communication channels and encourage the use of collaborative tools to support flexible work schedules.
7. Technology for Wellbeing: Stay current with employee preferences for wellbeing technology and regularly update offerings based on feedback you receive. Before rolling out a new app or a series of workshops, speak with your staff to find out what it is they really need and whether they would truly benefit from it. Potentially money and time can be saved with the right conversations.
8. Diversity, Equity, and Inclusion Programs: Implement DEI training at all levels, create employee resource groups, and foster forums to promote inclusivity, diversity and empathy. Seek volunteers to champion the cause and create a mini brand around the initiative so that it can gain its own life in the business.
9. Social Equity and Sustainability: Demonstrate your core company values with real social and individual impact, through ongoing initiatives, as well as tying the business to an over-arching social/sustainable value set. This goes hand-in-hand with wellbeing.
10. Leadership Training in Wellbeing: Integrate wellbeing topics into leadership training, emphasising empathy and setting a positive tone for teams. While this is already done in larger companies, those in small and mid-level businesses do not always take the time for this. However doing so will bring great benefits to the business.
11. Social Connection: Organise team-building activities, social events, and dedicated spaces for casual interactions to foster a sense of community. Whether online or in-person, it is possible to build a sense of connectedness with a variety of accessible and appropriate activities.

There is no escaping the fact that human skills, holistic wellbeing, and a deep understanding of the interconnectedness between our professional and personal lives are essential elements in the future of work. These factors also play a significant role in preventing psychosocial risk, as well as broader organisational supports, such as balanced workloads. Organisations that actively support their teams to live full and whole lives are discovering the profound benefits of a happier and healthier workforce.

As we navigate this dynamic landscape, let's embrace a compassionate, human-centric approach that not only enhances the quality of our work experiences but also sets the stage for resilient and thriving organisations in the years to come.

Sunrise Well provides consultation and support to businesses looking to improve the wellbeing of their workforce. Reach out today for a free strategy call.

Originally published on the Sunrise Well website.