Health and wellbeing in business

Business Leader magazine held a roundtable discussion last week on health and wellbeing in business.

Ian Rummels, our Head of Thinking and Possibilities, was there to contribute to the discussion. Business Leader will be publishing the debate in its next issue, but meanwhile here are some PES thoughts on a few of the questions raised.

Why is it important to implement health and wellbeing programmes?

People are the greatest and usually most expensive asset in a business so we need to do what we reasonably can to keep employees fit and healthy. Not doing so is more expensive and less productive for our national economy, let alone our individual business balance sheets.

Often, it’s about raising awareness, which isn’t expensive to do. For example, one of the biggest impacts on health (and a growing issue – no pun intended) is obesity. Educating people on healthy eating habits and providing dietary advice well within the reach of many businesses. Supporting people to be active at work costs little or nothing. Ensuring healthy food and snacks are available doesn’t break the bank.

At PES, we provide fruit in the office and invite a range of health, fitness and nutritional experts to talk to our employees about healthy behaviours. Many are willing to do so on a one-off basis free, or for a nominal charge.

We’re also deeply committed to health and wellbeing because it creates a positive employee experience. Many businesses focus on measuring outcomes from wellbeing programmes. Of course this is important, but at PES we genuinely want our employees feel good about coming to work. We take active steps to offer them a great experience because we believe passionately that it’s the right thing to do.

How does the UK compare to other countries with how it deals with health and wellbeing?

Not very well, the evidence would suggest. We have some of the highest levels of obesity in Europe, some of the worst number of ‘days lost to ill health’ statistics, and some of the highest suicide rates (only less than those countries that are in the dark for 80% of the year!). Clearly, we need to do more.

How are corporations and businesses reacting to changing working environments and demands of millennials?

We’re not keen on grouping employees in this way. It suggests that people born within this timeframe have more in common when it comes to workplace wellbeing than they do with other employees. Surely this can’t be true? All employees want the changing working environment to meet their needs.

But how exactly is it changing? Improved technology supports more flexible working. We believe that offering flexible working essential for businesses who want to attract and retain the best people. There’s no magic formula for achieving this, but the winners will be those who support people with busy work and home lives, helping them to be as effective as possible. This means that the ‘normal’ working day will be different for different employees.

Is it viable for smaller businesses to implement health and wellbeing initiatives?

Of course! Small businesses are better placed in many ways – they can be responsive to people’s needs. They should also have a more comprehensive understanding of each employee’s circumstances. PES is a case in point. Take a look at our case study!

Is it the responsibility of businesses to ensure staff eat healthily?

Ultimately it’s the individual’s responsibility, but employers have a part to play in educating their staff about healthy behaviours, and making it possible to eat healthily and be physically active during the working day.

But good health isn’t limited to food and exercise – mental health at work is just as important. Employers have a duty of care to ensure their values, culture, processes and line managers are not placing undue stress on employees. Training managers and staff in mental health awareness is vital. In the end, it’s the employer who will lose out when employees take time off sick.

What role does financial reward play in the context of health and wellbeing (pension/employee benefits etc)?

A huge one! Employee benefits are a great way to demonstrate that staff are valued, which is good for wellbeing. They can be selected to suit the employee demographic and help people make savings in all kinds of ways. Look at how one PES employee made the most of travel insurance, while others have enjoyed the benefits of discounted online shopping. Competitive employee benefits are within the reach of all organisations, large and small. To find out more about why flexible benefits make sense, download our Viewpoint paper, What makes a good employee benefit scheme?

About PES

Delivering a great employee experience is a challenge for growing organisations. At PES, it’s what we do. Our online employee benefits platform, HR support and workplace wellbeing services bring out the best in your employees – enabling your business to thrive.

Call us on 01454 808658, email us at hello@wearepes.co.uk or fill in our enquiry form.