intelligent

performance . When thinking about the support your organisation needs , ask yourself :

THERE IS A LOT OF CHOICE

WHEN IT

COMES TO THE MEASURES YOU CAN TAKE

TO SUPPORT EMPLOYEE WELLBEING .

• How could your team ’ s health be impacting your company performance ?

• As a business , are you championing health and wellbeing in the workplace ?

• Would all employees know what to do if a mental health crisis incident occurred ?

• How can you go beyond a staff survey to really understand the impact of investing in the health and wellbeing of your people ?

Data and insights can feed into every part of your workplace health and wellbeing strategy and policy . Whether that is line manager training , diagnosis and treatment of employees , or the appointment of various support services , such as employee assistance programmes and occupational health .

What are some of the challenges that can arise ?

Most businesses support the concept of investing in employee wellbeing , but many have limited budgets . This is when data becomes critical in evidencing the significant indirect costs of poor employee wellbeing .

It is also worth remembering that employee wellbeing activities take time to embed before a business can see a true return on investment . This can be frustrating for organisations who may have made a significant investment and are yet to reap the rewards . Data can help you begin to track the changes , even if these are small to start with .

Finally , there is a lot of choice when it comes to the measures you can take to support employee wellbeing .

A good first step in working out what your organisation needs is to always listen first and foremost to your people – don ’ t assume you know what they need . A business needs to approach wellbeing from a genuine place of wanting to see a happy and engaged workforce , as opposed to just driving down sickness absence . When employees can see that they are being heard they are more likely to be happy and productive . �