With staff turnover costing the average mid-sized business a whopping 138,000 annually, and absenteeism leaving a 14bn hole in the economy, it’s grim news for directors and their teams.
We all know the benefits of a happy workforce productivity goes up, as does creativity and willingness to collaborate. Many businesses have already put a number of perks in place to try and boost spirits. The problem, however, seems to be scepticism around sincerity are you just throwing packages together in the hope that the wellbeing question will go away
If you implement a policy, it has to mean something so how do you make sure the team knows youll be true to your word
(1) Reward to reinforce
Incentivising your team to take you up on perks might sound odd, but theres no denying you mean business if you enhance the benefits. If you offer free or discounted gym membership, for example, it’s unlikely regular users will take any considerable sick leave, so why not reward the most active with an extra days holiday
Or if you’re happy to fund further education to gain some value skills within the team, you could offer paid-for development days and flexible working to support ambitions.
(2) Respect rest
Working more is often (wrongly) associated with working harder, but if you dont ensure your team take time out to unwind, you risk burnout and resentment, so put a stop to overtime, lunches at desks and reluctant holiday-goers.
Youll need to lead by example, and show your team that, whether theyre off for two weeks in the sun or a sabbatical, things won’t fall apart while theyre gone, but equally that theres a place for them to come back to.
(3) Create space to vent
Its not always going to be rosy people will have days that go wrong, often despite their best efforts. As an employer, you need to accept that dont let people bottle up their frustrations. Make sure your team has somewhere or someone they can turn to.
It could be a designated quiet space or simply ensuring your line managers encourage openness and transparency so no one feels silenced. For team members experiencing more ups and downs than usual, you might also want to consider setting up a confidential helpline where people can talk to a neutral third party.
(4) Engage and involve
Youve gathered your team together for a reason each person has brought talent, knowledge and unique insights to the table so make sure you take advantage of this and ask them for their opinion on company decisions, or ideas that could help propel the business forward. The more entrepreneurial and empowered your team feels, the more pride theyll take in their own work as well as the direction of the firm.
Remember to share successes too if you win a big new contract or are up for an award, make sure recognition goes beyond your senior management team. At the end of the day, managers are only as good as the people they lead.
How to engage workers:
- Managers need to understand employee motivation and act on it before loyalty is lost
- The virtuous circle of employee engagement
- Five ways to engage millennials in the workplace
(5) Champion community action
Volunteering is a wonderful thing for an office to embrace when people are passionate for causes outside of work, it nurtures a sense of collaboration and dedication, so if you dont already have a policy for paid-for volunteer leave, make sure you introduce one and push people to use it.
If people are stumped for ideas, why not shape team outings around getting involved in the local community Organising activities such as fun runs and planting trees is great way of adding a new dynamic to office life.
Its all too easy sometimes to get caught up in growth, deliverables and client demands, but we have to remember to take a step back and think about the human cost. Its a strength to enable people to put their wellbeing first, and youll ultimately be rewarded with a more stable, stronger business if you recognise and support the individuals providing the backbone of your operations.
Debra Charles is CEO and founder at smartcard technology firm, Novacroft.
Also, columnist Charlie Mullins suggests UK entrepreneurs still seem to be wrestling over the decision to take a break this year.