Ashleigh McCann and Nathan Berresford from Inclusive Consulting, the Sheffield-based recruitment agency and consultancy that specialises in People and Talent Strategy, explain why they believe businesses should be incentivising employee wellbeing beneath just the surface level for a successful future.
The beginning of a new year is the perfect time for your business to reflect on the culture of the workplace you inhabit: is it a positive, progressive one? Are you merely ticking boxes or being genuinely forward-thinking with the changes you make? Do your staff feel like their feedback is being listened to and prioritised?
A recent study by the University of Oxford’s Wellbeing Research Centre found that solely offering individual initiatives such as access to wellbeing apps, stress management training, or mindfulness courses showed little improvement to staff wellbeing, but combining these with structural, organisation-level interventions is more likely to be beneficial for employees. In a nutshell: your workplace culture will benefit from a varied approach that incorporates individual schemes, as well as tailored, well-thought-out changes like genuine flexible working hours, improved staff resources, and supportive management.
Here at Inclusive Consulting, we regularly receive feedback from candidates seeking employment and learn what qualities are important to them when joining a company. Some of the most attractive attributes include having a sense of autonomy over their work, being listened to by employers, and full transparency on the type of work culture they’ll be part of. This could mean providing clarity on professional or personal development opportunities, or really making employees feel valued as individuals.
Of course, there are jobs in some industries that might be unable to offer some of the aforementioned benefits for practical reasons. But in every type of business, there’s a way to make employees feel valued – and something relatively straightforward to organise can make a big difference. For instance, staff recognition programmes are adaptable, easy to set up and give employees, particularly in larger companies, a sense of being recognised and rewarded for their work.
“It’s paramount for businesses to take a critical look at their workplace culture and consider the tangible changes that can truly enhance employee wellbeing and satisfaction.”
Don’t forget about the importance of team building, and we’re not just talking about post-work drinks here. Is there a time during working hours where you can come together and bond over something that’s not directly related to the job? We’ve seen some really creative takes on this – everything from in-house awards ceremonies to corporate curling sessions!
It’s about hitting the sweet spot. For a lot of businesses, having the ability to meet in person, work together as a team and collaborate is naturally very important. But if you can combine that with a properly designed remote working package, for example, then you’re going to have happier, more motivated staff, which leads to fewer sick days, higher productivity levels, and a business that people are proud to work for.
As a result, your company will establish a reputation as a supportive employer that values its staff, attracting more business and high-quality candidates. Plus, the boost in employee morale and productivity will lead to higher quality of work and levels of collaboration.
Another recurring point we see today, particularly from younger professionals, are queries about the ethics of potential employers in terms of sustainability and their involvement with the wider community. It’s therefore important for businesses to review their values, reflect on whether they’re implementing eco-friendly practices, and consider how they can actively support local causes they believe in.
Employers should ask themselves, what is our unique selling point? What makes us better than competitors in the same field? It doesn’t just come down to salary, but with the cost-of-living crisis making itself felt, we’ve seen competitive salaries edge back up individuals’ priorities alongside work/life balance when it comes to what prospective employees value in a new opportunity. So, don’t think twice about analysing the competition, researching the market benchmarks and figuring out where you can stand out from the rest.
In summary, it’s paramount for businesses to take a critical look at their workplace culture and consider the tangible changes that can truly enhance employee wellbeing and satisfaction. By prioritising these aspects and continually assessing and refining their unique selling points, businesses can cultivate an inclusive, progressive workplace that not only attracts but also retains a motivated and engaged workforce, ultimately driving success and resilience in an ever-changing landscape.