Is Your Business Guilty of Wellbeing Washing?

Many businesses claim to support employee wellbeing, but there’s often a gap between what employees truly need and what employers provide. A monthly pizza party or a last-minute webinar may seem like efforts to boost morale, but employees can see through these superficial gestures. Let’s explore the concept of ‘wellbeing washing’ and how you can avoid it, making a genuine impact on your workforce.

What is Wellbeing Washing?

Wellbeing washing occurs when companies appear to care about employee wellbeing but fail to provide meaningful, lasting support. Instead of addressing the human element, these companies offer token gestures, like occasional yoga sessions or reactive services that only deal with issues as they arise. This approach often ignores the underlying problems that affect employee wellbeing.

Employees, on the other hand, seek substantial changes such as enhanced autonomy, job satisfaction, work-life balance, and flexible working arrangements – factors that significantly contribute to mental wellbeing. A slice of pizza or a casual event won’t fulfil these deeper needs.

The Impact of Wellbeing Washing

Wellbeing washing can harm your business. It erodes trust and damages morale, leading to disillusionment and increased employee turnover. This, in turn, negatively affects your company’s reputation and bottom line. In contrast, sincere efforts to support employee wellbeing can enhance satisfaction, boost morale, and improve retention rates.

How to Truly Support Employee Wellbeing

To avoid wellbeing washing, here are some actionable strategies that can help your business genuinely support your employees’ wellbeing:

1. Listen to Your Employees

• Pulse Surveys: Regularly solicit feedback from employees about their needs and concerns. Use these insights to create initiatives that address real issues, such as workload stress, lack of flexibility, and workplace conflict.
• Actionable Insights: Develop targeted programmes based on survey results. For example, if employees report high-stress levels or feel overburdened, consider offering stress management workshops, counselling, or conducting workload reviews to provide meaningful support.

2. Make Wellbeing Part of Your Culture

• Lead by Example: Encourage leadership to model healthy behaviours, such as taking breaks, maintaining work-life balance, and participating in wellbeing activities. This sets a positive example and normalises the importance of wellbeing at work.
• Ongoing Support: Move beyond one-off events by creating continuous support systems, including regular mental health check-ins, dynamic flexible working options, and access to fitness resources. Focus on supporting employees holistically – mentally, financially, and socially – not just physically.

3. Invest in Development and Growth

• Career Wellbeing: Offer training, mentoring, and clear pathways for career advancement. When employees feel that their personal and professional growth is supported, their overall wellbeing improves.
• Recognition and Rewards: Regularly acknowledge and reward employees for their hard work. Implement formal recognition programmess, offer bonuses, or simply say ‘thank you.’ These gestures can significantly boost morale and contribute to a positive work environment.

Commit to Genuine Wellbeing Support

Avoid the pitfalls of wellbeing washing by truly committing to your employees’ wellbeing. Pay attention to their needs, integrate wellbeing into your company culture, and support their personal and professional growth. This approach will not only lead to a more engaged and productive workforce but will also foster a positive work environment that benefits everyone.

Need Support to Get Started?

If you’d like to discuss how to improve employee wellbeing in your organization, we’re here to help. Reach out for a confidential chat about your HR needs—we’re happy to assist you in making a real difference.

The COVID-19 pandemic ushered in a period of unprecedented change, forcing businesses across the UK to adapt swiftly to a new reality. During this time, the UK labour market saw record-high vacancies and a surge in employee turnover, a phenomenon famously dubbed “The Great Resignation.”

However, as we transition into a post-pandemic world, the employment landscape is evolving once again. Recent insights from the CIPD Labour Market Outlook reveal a slowdown in the labour market, marked by decreasing employment rates and a significant drop in staff turnover.

The era of the Great Resignation has come to an end, giving rise to a new phase: the “Big Stay.”

What Is the Big Stay?

The term “Big Stay,” introduced by the CIPD, reflects the current trend of declining staff turnover and a reduction in job vacancies. In this new era, employees are increasingly prioritising stability over change, leading to fewer job openings and a growing reluctance to switch employers.

How Are Employees Responding?

Employees today are gravitating toward job stability, preferring the security of their current positions over the uncertainties of change. This cautious approach, characterised by the mindset of “better the devil you know,” has resulted in fewer people leaving their jobs post-pandemic. The desire for familiarity and the avoidance of risk are driving this shift, as employees are less inclined to engage in job-hopping.

What Does This Mean for Business Owners?

Now in 2024, the labour market is beginning to revert to pre-pandemic conditions, with staff attrition rates dropping significantly. This shift in the power dynamic means that employers are gaining more leverage in the market.

According to the latest CIPD report, 55% of employers are now prioritising the retention of their existing workforce – the highest focus on retention since 2016-17. For business owners, this presents a golden opportunity to invest in learning and development (L&D) initiatives, which are crucial for retaining and nurturing top talent.

The Challenge of Recruiting New Talent

While the Big Stay era offers stability, it also presents challenges for businesses looking to recruit new talent. With fewer people actively seeking new opportunities, it may become more difficult to find the right candidates for your open roles.

To attract top talent in this environment, it’s essential to enhance your employer brand and offer compelling packages that can make your organization stand out. A strong employer brand can entice potential candidates to consider your company as a place where the grass is truly greener.

Need a Confidential Chat?

If you’d like to discuss any aspect of your HR strategy or need advice on navigating the Big Stay era, we’re here to help. Get in touch with us for a confidential conversation about how to strengthen your workforce and achieve your business goals.