Employee wellbeing is a term that’s often discussed but rarely clearly defined. In practice, wellbeing at work is an umbrella concept. It can encompass both physical and mental health, alongside the broader factors that contribute to an individual’s ability to thrive in their job. When executed well, wellbeing initiatives can benefit both employees and the organisation.
As the clinical specialty focused on the interplay between work and health, Occupational Health provides the foundation for addressing workplace challenges and fostering healthier, more productive environments. Occupational Health is uniquely positioned to support organisations with bespoke wellbeing agendas; bringing an evidence base and clinical expertise to help individuals and organisations foster a healthy and productive relationship between work and health .
Defining wellbeing for your organisation
Wellbeing as a standalone term has limited utility. It becomes much more powerful when organisations define what wellbeing means to them. This helps all stakeholders work towards a common agenda. Because wellbeing is such a broad concept, it can be overwhelming to determine where to begin when trying to define it. At Insight Workplace Health, we specialise in helping organisations unpack the relationship between work and health and tailor solutions to their specific needs.
Building a wellbeing programme: Where to start?
For organisations looking to introduce or refine a wellbeing program, a structured approach is essential. Here are four steps we use with our clients. The Society of Occupational Medicine also published a buyer’s guide in 2024 that contains useful information.
1. Define wellbeing
What does wellbeing mean for your organisation? This might include physical health, mental health, a sense of purpose at work, team dynamics, or even engagement and performance. A clear definition provides a shared understanding and focus. Without a clear and personalised definition, wellbeing remains vague at best and confusing at worst.
2. Think about measurement
How will you measure success? Metrics such as sickness absence rates, employee engagement scores, and feedback from surveys can help track the impact of initiatives and ensure your investment in wellbeing – however you choose to define it– pays off.
3. Use evidence-based approaches
Programmes grounded in evidence are more likely to deliver meaningful results. Unfortunately, the wellbeing industry is not always committed to evidence-based offerings, making it all too easy for organisations to invest in initiatives that don’t provide a return. Partnering with Occupational Health professionals ensures your efforts are both effective and evidence-based.
4. Involve the workforce
Employee input is essential for success. Consultations, committees, and focus groups help get a clearer understanding of the issues on the ground and ensure initiatives resonate with the people they’re designed to support.
Occupational health in action on the organisational wellbeing agenda
OH offers practical, impactful support for organisations looking to improve employee wellbeing in ways that matter to them and their workforces. Here are some examples that might resonate with what you see in your workplace :
1. Tackling work-related stress
When organisations experience issues with productivity due to work-related stress, Occupational Health can help identify the root causes. This often involves exploring the relationship between mental health and workplace dynamics. Targeted interventions may address challenges such as organisational change or a mismatch between demand and resources, helping to reduce stress and foster a healthier and more productive environment.
2. Preventative care
Organisations concerned about workplace exposures can leverage OH to deliver preventative care. This includes offering relevant immunisations, conducting health surveillance, and implementing broader prevention initiatives. For example, forward-thinking organisations might focus on improving cardiovascular health across their workforce, benefiting employees and reducing long-term productivity costs.
The value of clinical expertise
Many issues at the intersection of work and health are complex. Sometimes, the issues carry significant risks for the workforce and the organisation. Managing long-term sickness absence or supporting employees with serious mental illness, for instance, requires nuanced understanding and tailored strategies. Occupational Health professionals bring the clinical expertise needed to navigate these challenges effectively and ethically.
Conclusion
When employee wellbeing is poorly defined, it’s little more than a buzzword. When defined, used with care and attention to detail it becomes a strategic imperative. By addressing both physical and mental health and using evidence-based, employee-focused approaches, occupational health professionals can help organisations create environments where employees thrive. With a clear definition, measurable goals, and targeted interventions, wellbeing initiatives can deliver meaningful results for employees and organisations alike.
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