The ultimate employee wellbeing list.
Supporting your employees’ wellbeing has never been more important.
For many of your team, this is the most stressful time - financially and globally - they have lived through. While some may be handling it well, across the board, wellbeing is suffering.
The stats coming out of the mental health space are concerning.
Calls to services like Beyond Blue being up 27% since the pandemic began. According to the ABS’ National Study of Mental Health and Wellbeing 3.3 million Australians reported an anxiety disorder. That’s about 12% of the population.
Add to this the fear and anxiety brought about by global events, the $11 lettuce crisis and rising interest rates. It’s a lot for us to process.
So what can you do to help your team? Focus on their mental, physical and emotional wellbeing.
We have put together a list of the best ways to support your employees. From their mental wellbeing to financial health, these ideas will all have a positive impact.
Interested in one specific area of employee wellbeing?
Jump ahead to whatever wellbeing topic is important to you for all the relevant ideas:
Healthy environment
Movement and wellbeing
Workplace wellbeing
Safety and wellness
Mental wellbeing
Professional education
Financial wellbeing
Wellbeing culture
Healthy environment.
When thinking about health and wellbeing, it’s important to focus on creating a healthy environment.
If unhealthy options are built into our day – free chocolate bars in the staff room, soft drink only in the vending machine – it’s harder for your team to start healthier new habits.
Don’t just think about the physical things you can do, but how can you help give employees agency over their wellbeing? Consider idea sharing, arming your team the healthful knowledge, creating a safer workplace and building healthy habits into your environment.
1. Offer healthy snack options.
The easiest way to promote healthier eating is to offer healthier snacks.
Most vending machines and snack benches are loaded with highly processed foods that offer minimal nutrients – and often more fat, sugar and salt than is considered healthy!
Keep a selection of fresh fruits, nuts and savoury snacks on hand so when the hunger hits, your team have good options at their finger-tips.
2. Give the break room a healthy glow-up.
Along with the healthy snacks, consider the whole break room environment.
Subscribe to health and fitness magazines to leave on the table so your team can flick through some inspo while they are taking a rest.
Consider the light and airflow of the room and if you can, improve it. If weather and space allow, consider putting some of your break space outdoors. Even if it’s a bit of a walk for employees, getting them outdoors will do wonders for their overall health. And the extra steps to get there are an added bonus!
3. Improve the menu.
If you have a canteen, review the menu to make sure there are always multiple healthy options available.
The menu doesn’t have to go all kale and activated almonds overnight though. Doing simple things like adding lots of extra veggies to pasta dishes can create better choices for employees while still giving them dishes they love.
Healthier options give employees more agency over their wellbeing and that is good for everyone.
4. Think about dietary preferences.
Food allergies, intolerances and preferences can make eating out of home a challenge for people. So don’t make it a challenge at work.
Offer a range of options that are not just vegetarian but can be vegan, gluten free, dairy free, soy free etc. This way, all employees can access their ideal meals on-site and do not feel like they are not being considered. Don’t fall into the trap of providing great options for some employees but not others. It can lead to a feeling of disparity and longer term frustrations and that it not good for motivation..
Take into account that food choices, even if it is not allergy based, are part of employees taking accountability for their health. No dairy, no gluten, no soy may not be for everyone but if that is how one employee chooses to eat for their health, they should have options too.
5. Offer healthy ‘lunch and learn’ sessions.
Most people want to be healthier but sometimes that can feel overwhelming.
Offer ‘lunch and learn’ sessions for your team, led by experts like nutritionists, wellbeing coaches, personal trainers and psychologists. There are lots of experts who specialise in corporate wellbeing and share information designed around better workplace wellbeing as well as personal tips.
Cater the event with healthy food so you know your team are getting a good nutrition hit. Set the event up so it’s a relaxed and positive environment so your team get as much out of it as they can.
Consider ways for employees to submit questions before the event. This gives the expert time to formulate the best answer and can alleviate any hesitation around asking questions in front of a group.
Movement and wellbeing.
Health is physical, mental and emotional and movement is no different.
When it comes to movement, some employees will get a lot out of hard sweat sessions or group running. Others will want a more gentle approach like yoga and walking.
The goal is to encourage employees to move in ways that support them physically but also their mental and emotional state.
6. Make changing easy.
Change is hard but you can make changing easy.
Employees will benefit from leaving the car at home and running, riding or walking into work.
One of the biggest objections to this increased incidental activity though, is the inconvenience.
Using a broom cupboard to change from sweats to work attire is not ideal and puts a lot of people off. Encourage more of your team to walk to work, run at lunch and hit the peddles by offering the facilities that make it easy.
Remove the objections and make change easy.
7. Invest in bike racks.
Cycling to work can burn some serious calories and is better for the environment.
Install some bike racks in the office carpark so those who want to ride to work know their bikes are safe. You may need to use one of the dedicated parking spaces to install the racks, or use wall racks that sit above or between car parks. Either way, having safe storage for bikes is a good investment for your team and the earth.
8. Encourage walking and talking.
Haven’t tried a walking meeting before? You should.
Walking is one of the best physical things we can do for our bodies. Experts recommend getting 10 – 12,000 steps a day for optimal health. But it’s not just the steps that count.
Walking outdoors exposes us – in a healthy way – to natural Vitamin D in the form of sunshine. Vitamin D is something many people are deficient in as we spend increasing amounts of time indoors. It is an important micronutrient that helps our bodies to fight infections and reduce inflammation.
Getting out into the fresh air and sunshine also helps our bodies optimise for sleep. Humans are designed to be awake when the sun is up and asleep when it’s not. Over time, we have impacted this
Research from Stanford University shows that 4 out of 5 people are better at ideating after a walk. So not only is there a health benefit in terms of moving your body and being ,
So not only is a walking meeting good for health, you may benefit from more creative thinking too.
9. Secure rates at the local gym.
Getting a sweat up increases endorphins, giving you a positivity boost. Not only do you feel good that you have done a workout, you feel good for hours afterwards.
Approach your local gym and get a group rate for your employees. If the gym is local, employees are more likely to use it before and after work, or even at lunch time.
If your budget allows, go halves with employees on their membership or cover the costs in full. An investment in your teams’ wellbeing is always worth it.
10. Book in some gentle group movement.
Not everyone wants to sweat it out but gentle movement can be a great alternative.
Many yoga or Pilates instructors will be happy to come to the workplace – or a park – and offer group sessions for your team. And while this kind of movement is more mindful, it can be just as strenuous as a hard gym class.
Don’t discount the mindful element though. Study after study have proven the strong benefits of daily yoga. From improved focus to better sleep, the benefits are real. So real in fact that many of the world’s best known CEO’s incorporate mindful movement into their morning routine.
11. Invest in standing desks and walking pads.
Many modern workplaces are not great for our bodies physically.
We are not designed to sit down for hours on end, hunched over a screen. Our bodies are designed for standing and
Standing while working has been proven to be better for bodies. It encourages better muscle use and does not put undue pressure on our bodies.
Take this a step further and invest in walking pads to go under your teams’ desks. Walking pads do what they say on the box – they allow you to gently walk while working.
We work on them and employees regularly clock up 10,000 steps before the afternoon. They are not designed to be a treadmill and get a sweat up, you just gently pace on them while you tap out work.
Not only do they have a health benefit, but lots of employees find they keep them energised and thinking outside the box too. Maybe it’s the extra oxygen flowing.
Workplace wellbeing.
The work environment when it comes to wellbeing, is more then just the actual space employees work in. And today, many work in their own spaces.
As you review the workplace through a wellbeing filter, think about the work culture. Do employees feel free to take time off as needed or do they bank their leave. Can they work in a way that allows them to live well, or are they always stressed about missing important life or family moments?
All these factors impact overall health so should be considered as part of your wellbeing plan.
12. Offer flexible working options.
The last few years have proven that flexible work supports employees in having more balance in their life.
While there are some industries that need people on the ground for set shifts, many can function well with employees choosing their own flexible hours. And as an increasing number of companies become global or leverage global services, non traditional hours can actually facilitate faster delivery of projects.
Employees feel empowered to manage their own life and workload if they choose when and how they deliver. They can set up their week around meeting their work commitments, without missing out on watching afterschool gymnastics or soccer goals being scored at team training.
The thing with flexible is it means something different to each employee. While some will plan around their kids, other will plan around their solo lifestyle. Whatever it is, allowing work and life to co-exist harmoniously decreases stress, improves personal connections and fulfilment and that is good for wellbeing.
13. Update the office environment for wellbeing.
While many employees are still working remotely, the office environment has a huge impact on employee wellbeing.
Needs of each team may be different so considering how each group uses the space is important. If you can, add some lounge areas where they can meet in comfort. Bring in some shared tables that are not in meeting rooms. Privacy is needed for certain activities but private rooms can disconnect employees from the buzz and creativity of the office.
Natural light is another thing to look at. Research out of Cornell University found that employees who are exposed to natural light experience an 84 % decrease in issues such as headaches, eye strain and blurred vision. As these symptoms often lead to other health issues if not resolved, those who do not get enough natural light are more at risk of being sick.
The windows in the office can’t be moved but think about how you can re-arrange the office to maximise exposure to sunlight. And if you can’t, there are lots of ‘natural daylight lamps’ available that will bump up the focus and energy.
Plants are another thing to consider that can easily enhance any workplace. Not only do they help improve air quality, office greenery increases productivity, resets our attention and focus and even helps reduce stress.
Changing up the office setting will improve wellbeing and act as a visual reminder of your focus on employee health. Now you just need to remember to water the plants regularly!
14. Seek ideas from the source.
Employees with a sense of belonging and connection are happier and more fulfilled. Help build connection while improving wellbeing initiatives by asking your team to be involved in the ideation.
Many of your brilliant employees will have great ideas on how to help employees, ranging from their person experiences to a deep understanding of what close colleagues need. They may come up with ideas you hadn’t considered and will champion these through to delivery.
You may even have some wellbeing warriors in-house who want to get involved in activities like running a yoga session, arranging Friday lunch or delivering a knowledge session. Don’t discount the impact your own team can have on wellbeing if you give them the chance.
15. Schedule dedicated wellbeing weeklies.
Having the right tools in place is important but it’s also important to check-in with employees regularly.
Different to scheduling meetings or productivity chats, set-up a wellbeing weekly where employees feel safe to chat about work life balance, how they are really going, things that are bothering them, what the company can do to help them.
Some employees won’t feel comfortable asking for things like time off to care for a love done, even if it is offered. It’s important to have regular conversations so they know they can ask for support and that wellbeing is a priority.
16. Get social with your team.
A big part of wellbeing is social connection. Research shows that those with strong social connections, strong links to community, have better overall health outcomes, particularly mental and emotional health.
Set aside times in your calendar each month to get social with the team. Whether it’s Sushi Fridays, office drinks or a few rounds at the local bowling alley, there are lots of fun activities you can do to connect.
This is a good one to pass over to your social beings who love to organise a party. Give them a budget and a brief and watch wellbeing improve.
17. Adopt a ‘life-first’ approach.
Companies with a ‘life first’ approach, who understand and support their employees as ‘whole people’, often see better wellbeing results amongst their people.
What does this mean? A life first approach acknowledges that while employees’ are at work to deliver, they have a life too. If home life is stressing them out, they won’t be as productive as they could be at work.
‘Life first’ means when things come up at home, employees have the space and grace to handle them – no questions asked. New puppy not coping at home alone, work from home. Child has a health appointment, be there for it. Partner at home sick and needs help – consider yourself nurse for the day.
When employees know their ‘whole person’ is important to the company, they feel seen and understood. This is good for wellbeing and for productivity too.
18. Give extra vacay days.
We’ve all read about it – unlimited holidays.
While you might not be comfortable with this approach, you can also do more than the minimum requirement.
Give employees additional holidays to help them achieve a better balance and get the rest they need.
But all the extra days won’t help wellbeing if employees are taking holidays. Work with managers to ensure everyone is having down time throughout the year.
Holidays are meant to balance out the hard work and dedication for all the other weeks. Banking them up does nothing to help balance out the work-life equation.
Safety and wellness.
A safe working environment should be a given for all employees. No-one should go to work and feel like their health and wellbeing is at risk.
When it comes to safety, we often think of physical safety and while this is hugely important, there are other aspects to consider. To promote total wellbeing, employees should also feel emotionally and mentally safe in their working environment. They should know that if something goes wrong, there is a path back to work and they have the support they need to help them be their best.
19. Embrace a safety first culture.
The topic of safety is not sexy but it protects your biggest asset – your people.
Workplace injuries (add link) cost Australian companies a staggering $61.8 million a year. So not only does a focus on safety protect your people, it protects your fiscal position too.
Work with your Health and Safety reps to review health and safety policies. No doubt things have changed a lot in the last few years so make sure your policies are in keeping.
With employees now working in different ways, maybe different ratios on site, using new equipment and the potential for missed training sessions due to lockdowns, make sure your policies are in line with their purpose - to keep us all safe.
Put safety first and your employees will too, building a culture of safety over time.
20. Foster psychological safety.
Psychological safety is knowing that you will be valued for your unique and individual ideas and can share them without repercussion.
Employees who feel unsafe fear punishment, ostracism, or humiliation for speaking up, sharing ideas, asking questions or discussing mistakes. Workplaces that don’t prioritise psychological safety often miss opportunities to learn from failings or take preventative action when things aren’t going to plan.
Employees who feel safe can wholeheartedly contribute to projects, giving their best ideas and input. It often leads to more creative outcomes as when out all ideas are really welcome, or failures are celebrated with curiosity to gain the learnings, innovation happens.
The good news is, according to Harvard Business Review, high-performing teams have one thing in common - psychological safety. Not just good for wellbeing but good for business.
21. Listen to safety ideas.
The best ideas don’t come from the boardroom, they come from all over the business.
Most companies have incredibly bright employees, who have brilliant ideas, but may not have an outlet to share them
Don’t let that be the case when it comes to safety.
Employees often see potential safety issues long before leadership do. They are at the front line dealing with the potentially unsafe situations so can see any likely issues.
Don’t let those opportunities to improve safety go by the wayside. Create a way for any employee to contribute ideas for a safer workplace. Review the ideas regularly and implement the ones that are deemed valid.
Employees will be delighted to be listened to, building deeper trust with the company and you will benefit from less incidents at work.
22. Plan your back to work program.
Incidences do happen though, so if you don’t already have one, put together a great back to work plan.
Consider the emotional and physical obstacles for any employees who have been off work for a long time. Very few people actually want to be sitting at home on WorkCover benefits. It does little for their mental or financial health.
Help them get back to work with the full support of the company. In your plan, consider all the things they may need to get back to work safely and where you can get those resources.
This can include different equipment to make them physically more comfortable, counselling with an external expert, flexibility around when they work, starting with shorter days, etc.
If you don’t have the resources in house to identify the best plan for getting back to business, consider employing the services of an occupational health advisor. Occupational health advisors support both you and the employee by identifying what is needed to return safely. They put this into a plan and depending on how you engage with them, can help to implement it too.
Mental wellbeing.
Great mental health is fundamental to employee wellbeing but it’s not always a given.
According to the ABS, two in five adults will experience a mental disorder at some point in their life. Whether it’s anxiety, depression or something else, employees who find themselves struggling need all the support they can get.
23. Create a mentally safe and open environment.
Creating an open, transparent environment where all employees feel free to express themselves about their mental health is vital.
It might be having a regular quick download sessions where any frustrations can be aired, it might be opening up the floor at team meetings to talk about how everyone is feeling. It might be asking an employee who is struggling if this can be thoughtfully shared with the team so others can support them.
Safety around mental health communication will always lead to better outcomes so make sure this is part of your wellbeing plan.
24. Offer workplace mental health training.
While there are many factors that go into an employee suffering from mental illness, awareness can help them to take preventative action.
As part of your wellbeing program, offer mental health training for all employees. Giving them the information they need to self-assess, steps they can take when things feel wobbly and an understanding of how they will be supported, lightens the load when things get tough.
Knowledge also helps to de-stigmatise mental health matters, creating an environment where all employees feel safe – no matter their mental state.
25. Educate managers on signs of poor mental health.
Adding to the personal struggle employees with mental health challenges are likely going through, is the fact that it can be hard to talk about.
Equip your managers with information they need to support their team. The nature of the manager-employee relationship often exposes early signs that may not be evident to others. If managers know what to look out for, they can have early conversations, guiding employees to preventative actions and support services.
This is not to say your managers need to counselling their team. Just being aware of the early signs and knowing how to guide those suffering with empathy and care, will see better outcomes for all.
26. Offer confidential counselling.
With so many people suffering from poor mental health, support of counsellors or psychologists can be hard to find. And when you do find a great therapist, regular sessions are expensive.
Secure a confidential service that your employees can access. Keep them independent of the company so employees feel completely free to go deep on issues they are experiencing. Keep sessions off-site so there you limit anyone feeling uncomfortable about others knowing they are working on themselves.
Importantly, give employees time off for their sessions with no expectation on making it up, reporting back or wrapping it up in a set time. Mental balance is a life-long quest and employees should feel free to work through issues in whatever time it takes.
27. Practice gratitude with your team.
Gratitude has long been proven to positively impact mental health.
According to UC Berkeley’s Greater Good Science Centre, gratitude positively changes your brain. It boosts dopamine and serotonin, the neurotransmitters in the brain that improve your mood. This gives positive feelings of happiness and wellbeing and reduces negative thoughts.
Gratitude comes in many forms. It might be scheduled time in a daily catch up where everyone shares something they are grateful for. It might employees sharing their appreciation through your recognition program. It could even be just asking your team to write down two things before a meeting starts.
Gratitude does not have to be shared to have a powerful impact – but it does have to be intentional.
28. Encourage mindful moments.
Work life can be hectic and sometimes employees forget to just breathe.
Encouraging mindfulness at work is profoundly impactful on mental health. When we breathe deeply and let our mind relax, it calms the stress hormones that are often on overdrive.
Whether it’s creating a dedicated space for employees to sit in comfort and calm for a few minutes, or enabling this to happen at employees desks, mindfulness matters.
29. Offer dedicated meditation sessions.
Speaking of calming stress hormones, nothing does this better than meditation.
Meditation is hugely popular around the world and practiced daily by the likes of Oprah, Ray Dalio, Bill Gates, Arianna Huffington and Jeff Wiener. The challenge many people have with it is how to start. Our minds are so unused to being still that when we sit to meditate, it can feel like they are racing even faster.
Given meditation has been proven to reduce stress and help to control anxiety, book in a teacher who guide group meditation and help your team get started.
When your team are all zen and delivering at their best, you will see the wellness impact.
30. Pay for meditation subscriptions.
For many, group sessions may not be an option so consider subscribing anyone who wants to, to one of the many mediation apps out there.
Meditation apps work in a similar way to live sessions, guiding you through and gently pulling your thoughts back in when they start to wonder. For many, this can be a more convenient way to get started as you can choose the time, place, focus and even the teacher.
While meditation apps like Calm or Headspace may not be for everyone, they offer a brilliant service for those who are looking to get started.
Professional education.
Ongoing learning and development is fundamental for overall wellbeing.
Continual learning will leave employees feeling optimistic and curious. They will not only thrive on the challenge of learning new skills, but new skills and knowledge will also help to boost their career prospects. And while that can seem like you are training them up for someone else’s benefit, it’s not the case.
Most employees, given the right opportunities, will stay with companies who take care of them. Learning and development is just one aspect of this.
31. Launch weekly ‘lunch and learns’
Learning and development is not all about bringing in experts from outside. You already have a team of product knowledge experts doing an amazing job.
Leverage this in-house knowledge at regular ‘lunch and learn’ sessions. Pick the people you know will present well on stage, ask them to put together a 30 min session on their area of expertise and order in some healthy trays of food. Set the tone for the session by introducing them like you would a professional speaker, let everyone know to hold questions until the end and watch your chosen speaker deliver!
Not only do employees love learning from each other, it showcases the talent in your employ. The person presenting will also get a confidence boost from being profiled as an expert and who knows where it may end up - speaking at the next client event?
32. Leverage the power of speakers.
Mix this up by delivering sessions with professional motivational speakers or subject matter experts.
External expertise brings new opinions and new ways of thinking that can benefit your team. When booking outside speakers, consider topics that you can’t deliver well in-house. It might be a market briefing from and independent expert, a respected advisor to the industry or a motivational speaker to inspire the group.
Whoever it is, follow it up with some thought provoking questions and discussions in small groups to maximise the benefits. Your team will savour the new knowledge and feel empowered to go out and thrive.
33. Consider a bespoke University.
Learning comes in many formats and is different for each industry. If you are in a knowledge-based industry, consider formalising your learning program and presenting it as a University. For example, the Work Points Play University.
While you need some rigour around this approach, and it is a big investment to develop the course work, it can standardise and professionalise your learning program. A bespoke university allows employees to develop their skills and receive recognition for them, helping them when looking at new jobs within the company. It also helps hiring managers to see where skillsets lie and what they can expect from an employee.
It can seem like a big task to put together but much of the work may already be done in the courses you are delivering today. the investment you make in extending the program will deliver great professional learning results.
34. Roll out a comprehensive learning program.
Make sure any program - university or not - covers a broad range of skills and topics to suit the changing needs of your team. Employees want to know they have options and will not be pigeon-holed or stuck doing the same job with no prospects for change.
Great learning options are not just good for employees from a development perspective. Learning boosts confidence and self-esteem. People engaged in learning report having a strong sense of hope and purpose and having a better ability to cope with stress. And the data backs this up, showing learning can lead to improved wellbeing.
35. Allow job tagging.
Job tagging - or job shadowing - is a great way for employees to learn more about the company and explore potential career moves. Rather than lose a great employee to another company, let them see if there is a career move that might suit them and ‘try before they buy’.
It gives the person being shadowed a boost too. They get a kick out of sharing the ins and outs of their role with another employee, knowing they have been handpicked to showcase the job they do.
You can even take this a step further and actually let employees do a full job swap for a day - or week. It can take some careful management to pull off effectively, and only works in certain situations, but the benefits might be worth it. Employees build a deeper understanding of the job expectations, a deeper respect for the person currently in the role and a more holistic understanding of how things work together.
Given both parties are new to their temporary roles, they may even have a fresh take on how to improve things!
36. Offer career counselling.
Career moves can be stressful and making the right choices can be hard. Bring in a career counsellor who can work with your team to make sure they are navigating their moves wisely.
Career counsellors can help employees see areas they may not be aware of on their own. They can make recommendations for further learning to reach a career goal and act as a work sounding board. Career steps are significant for most employees so support them through their choices. Afterall, finding a sense of purpose and fulfilment is great for wellness.
Financial wellbeing.
Goes without saying that the first step to having financially well employees is paying them fairly. Fair pay not only makes employees feel valued, but allows them to fund their lifestyle. While this may not be European holidays every year, ‘lifestyle’ means different things to different people. At a minimum, your team need to feel like they can live the way they choose, without undue financial stress.
Fair pay also means fair pay rises and while you may not be able to keep up with CPI when it’s at 5%, think about how you can make this up over time. If the business can withstand it, pay over CPI where you can to make up for the years that it was just not possible.
Employees need a good financial foundation for wellbeing and if they can’t get that with your company, they will fo elsewhere.
37. Offer salary sacrifice options.
Salary sacrifice - or salary packaging - allows employee to pay for certain items with their pre-tax wage. It is an approved way to reduce tax liability, increasing spendable income.
Companies can engage with a salary sacrifice service that their employees can then access. It can be a great way to help employees extend their salary when it comes to purchases like a new car, contributions to super and other large expenditure.
There is no single solution when it comes to employee’s personal finance so while making the service available for them is great, they should still seek advice from their personal account to make sure it is the best fit for their circumstances.
38. Contribute to working from home costs.
While many employees enjoy working from home, it may not be what they signed up for.
To help them financially, consider contributing to their home office costs. It might be something as simple as $50 each month towards their home internet services. Yes, we all have home internet and yes, work from home costs can be tax deductible. The employee is still out of pocket for an expense they are using for work purposes.
Pay for these services and the contribution will do more than just cover the bills.
39. Offer free financial advice.
Financial advisors can help employees set up financial plans to help them reach their goals. Whether this is short term like saving for a holiday or longer term, like a university fund for their children, the advice of an expert can be invaluable.
Find a good independent advisor that your team can work with to make their dreams come true. Be sure they are really independent and not just selling a banks products and services and pay for them on your team’s behalf.
Your employees will reach their goals sooner and the comfort of knowing they are on their way will improve their financial security.
40. Invest in on-going financial education.
Finances can be really scary for some people and a big source of stress. There is a lot to learn and so much jargon it can be hard to know where to start.
Offer education sessions or information on different areas of finance to help build employees’ financial fluency. Bring in experts on topics like superannuation, budgeting, investing, positive and negative debts and credit card management.
Arm your team with the information they need to be financially confident and they will make better, bolder decisions that will lead to improved financial wellbeing.
41. Share the pitfalls of payday loans.
Payday loans increase in popularity when times are tough. They are extremely high-interest short-term loans, which take advantage of those who are financially distressed.
While on the surface they can look like a quick way out of a sticky financial situation, payday loans become the sticky situation themselves. With incredibly high costs, they become like a black hole for money, leading to more negative debt.
Educating your staff on the reality of payday loans – and what the alternate solutions are – helps them to navigate tough times without long term negative impacts to their back balance.
42. Make no-cost wage advances available.
Life happens and sometimes that means cashflow emergencies happen.
Rather than your employees going to payday loan sharks when they have an unexpected bill, offer them flexible wage advances at no cost.
To make sure advances are only drawn down for emergencies, consider any conditions or governance you want to implement. Once these are clearly communicated, your employees will know they have a back-up if needed and that their financial health is a priority for the company.
43. Support employees with debt counselling.
For any employees stuck in a cycle of negative debt, it can be a lonely and frightening place to be. Offer confidential debt counselling services so they know they have support and a path out of their predicament.
Debt counsellors can support employees to get a handle on their debts, consolidate them and make the lifestyle choices that allow them to pay them off and get out of the cycle.
While there may only be a small number of your team who need this service, supporting them to reach financial freedom will have a huge impact on their overall wellbeing and get them back to thriving.
Wellbeing culture.
Real employee wellbeing is more than just kicking off a few activities and filling the fridge with greens.
It is vital to build wellbeing into your culture, make it part of who you are, so your team know the importance of wellbeing, and of the employees themselves.
So how do you do build a culture of wellbeing?
Filter everything you do through a wellbeing view to align it as one of your values. Demonstrate that employee health and happiness is a top priority. Not just to look good, but show through the companies actions that you really care.
Do things that are good for your team and good for the community. Participate in activities that have nothing to do with profits but are all about people. The good news is, that health people drives profits so
44. Staff volunteer days.
Volunteering is well researched to enhance our feelings of wellbeing. Those who volunteer often cite being happier and healthier.
Give your people a volunteer allowance each quarter so they can give a morning or afternoon to their charity of choice.
Not only is this good for them personally but builds the community around you.
45. Community events.
Speaking of community, take some time out of the office for your whole team to get involved in the local neighbourhood.
Print up some company t-shirts so it’s a real team effort, and get out and help. It might be cleaning up a local park, helping at a local event or supporting a charity. Doing it together will build teamwork and connection and those t-shirts with your logo on them will be worth all the free marketing.
46. Sponsor a company team.
Put your money where your intentions are by sponsoring a company sports team.
It does not have to be only open to your team, but if you have some basketball enthusiasts who are part of a social league, or a group who do social runs around the local park, support them.
Local teams often rely on sponsorship to invest in new equipment and keep the games going. Putting up some cash for your players will boost their wellbeing and get you some exposure with the company name on their jerseys – winning!
47. Family day.
Family is a huge part of wellbeing for most people – whether that’s their own children or their broader family.
Set-up a family wellbeing day at a local park or sports field with food and activities that people can share. Have some fun activities for the little ones as well as team events like a cricket match, a game of soccer or 3-on-3 basketball. Once the activities are done, let everyone sit back and relax over a BBQ or catered spread.
Bringing families together shows how much you value their support but also helps build connections between employees support networks.
48. Offer employee wellbeing days.
Wellbeing can mean really different things to different people.
Allow each person to manage their own health with an additional day off for wellbeing. They may use it to knock off all their annual check-ups at once, to spend some time in nature or relax at home in their pj’s. However they use it, logging off and just focussing on themselves is good for wellbeing.
49. Create a wellbeing team.
Get your best brains involved in company wellbeing initiatives by creating a team who meet regularly. They can give honest feedback, keep things on track and help with ideas and implementation.
A team approach has a few benefits. Firstly, you will get ideas and feedback about what works for different parts of the business. In some businesses, most employees have a similar experience but in many, the requirements of the job mean it’s a varied experience. Listening for the nuances across the business shows that wellbeing really matters.
Employees will get unsolicited feedback from other employees that may not be shared with you. Employees chat and having access to the word on the ground through your wellbeing team means you can better deliver for all employees.
Your team will also be champions on wellbeing initiatives. If they are involved in creating the activities, they will be more likely to get behind them and get others involved.
More employees engaged in more activities is exactly what will drive better wellbeing outcomes.