Promoting wellbeing in the workplace can strengthen the link between employee wellbeing and organisational performance. Results show that supporting wellbeing not just for individuals but for teams can benefit the entire organisation and its stakeholders.
In a survey conducted by Deloitte Insights, 80% of those who participated in the 2020 Global Human Capital Trends identified wellbeing as an essential or significant priority for their organisation’s success, making it the top-ranked trend of importance going forward.
Deloitte says that organisations are missing the opportunity to undertake a wellbeing strategy to drive performance; Deloitte is apparent in the understanding that wellbeing is the bedrock of the workforce itself. By adopting this frame of mind, organisations can restructure working conditions to help employees feel their best. Doing so allows employees to perform well, strengthening the tie between wellbeing and organisational outcomes and fostering a greater sense of belonging.
The Way of Work has Completely Changed.
Two significant factors have changed the way companies in the UK work, the global pandemic of COVID-19 and prior to that Brexit. Subsequently, there is a strong business case for organisations to critically review and update how they manage the workplace and their talent.
The McKinsey Global Institute released an analysis on the pandemic’s specific effects called ‘The future of work after COVID-19. In this report, business consultants McKinsey examine the impact on industries that can’t move their day-to-day interactions online. The most disruption to regular business was located in sectors with the highest overall physical score. In plain English, this means employees that spent the most time with the general public.
Proximity occupations are medical care, personal care, on-site customer service, leisure and travel. In the long term, work arenas with higher physical proximity will remain unsettled until new procedures are correctly in place. However, proximity is not the only explanation.
The on-site customer interaction realm includes frontline employees with face-to-face interaction with consumers in retail stores, post offices, banks, and other workplace situations. Work in this field is defined by frequent interaction with strangers and requires on-site presence. Some work in this arena will migrate to e-commerce and other digital transactions; in many industries, this is a behavioural change that is likely to remain in place and become the new normal.
Recovery in close proximity industries relies on the careful organisation of employees. Strategies need to be in a place that will support employees and their families. The following should be adhered to facilitate a smooth transition back to work.
Companies should perform specific Covid-19 risk assessments under Control of Substances Hazardous to Health Regulations 2002 (COSHH) in all workplaces. An up to date risk assessment is a legal requirement, and employers must consult workers on this process.
Specific criteria should be included in all Covid-19 risk assessments, for example, ventilation, social distancing, and access to hygiene facilities. Local Government has produced specific sectoral guidance to employers on what should be considered when implementing a strategy for the wellbeing of front line staff and protecting the mental health of front line staff and key workers during and immediately after the pandemic.
After a successful risk assessment has been carried out, it is then possible to create a rota or work schedule that accommodates both the regulations and then supports wellbeing.
Create Flexible Work Schedules
An effective workforce management solution can predict demand and footfall and forecast sales to allow for the right amount of safe cover to be maintained at all times.
Creating these schedules in advance gives employees the chance to plan, work around their requirements, and develop a sense of wellbeing through a well managed work-life balance.
When considering how to support your employees, it’s good to ensure that processes work effectively. It is essential to upgrade your systems to respond to the new regulations and working conditions recommended. An excel spreadsheet will no longer be sufficient in a modern work environment.
SaaS-Based Interactive Technology
What is Saas-based technology? SaaS is ‘Software as a Service’ and functions as a cloud-based service.
The introduction of workforce management solutions such as ShopWorks, could save your business as much as 7% of your direct staffing costs. Modern cloud-based workforce management (WFM) solution integrates web-based staff rostering and resource planning that supports managers and team leaders to keep connected to their employees in real-time.
ShopWorks, can implement bespoke modules that integrate with current payroll or HR systems and can effectively solve the problems surrounding the scheduling of rotas to comply with the new COVID-19 government recommendations.
The workforce management software can predict demand or footfall and forecast sales to allow for the adequate cover to be maintained at all times. Importantly Shopworks will keep your business one step ahead of any new regulations resulting from Brexit and the new trade deal with Europe. The system can also predict when employees may resign to allow for an early recruitment campaign to be activated.
No matter where employees are or at what level they sit in a company, everyone wants to be appreciated, but most of all heard. ShopWorks supports the implementation of strategies that promote wellbeing in the workplace.