Did you know that many Australian employees feel wellbeing in the workplace isn’t considered a priority?

According to sobering research from the Australian Psychological Society and Curtin University, one-fifth of Australian workers believe their employer does not care about their well-being. Further research paints an even more alarming picture. Safe Work Australia data shows a 36.9% increase in serious workers’ compensation claims related to mental health conditions since 2017-18.

Many organisations across Australia implemented mental health policies and programs long ago, but more can always be done to promote employee wellbeing.

Beyond the safety implications for Australian organisations, wellbeing in the workplace has knock-on effects on productivity. As a Gallagher survey highlighted, people with high wellbeing report 2.3x higher engagement at work.

Here are a few effective ways to support mental health and shape a workplace culture where everyone feels they can thrive.

Embed Wellness into Your Workplace Culture

Making mental health a regular part of conversations at work is an essential first step towards addressing the stigma and discrimination people can face. Fears over discrimination can lead people to hide their mental health concerns because they believe they’ll be treated differently or not considered for promotions or other opportunities.

Talk to your team about any ideas or initiatives they’d like to see in the workplace that will contribute to better wellbeing for everyone. It could be the very act of discussing wellbeing in the workplace that starts to break down barriers and move towards greater acceptance and tolerance.

Other ideas could include getting outside more often for meetings, encouraging exercise breaks throughout the day, having team lunches or picnics, using stand-up desks or lunchtime yoga.

After implementing the basics, consider adding more formal support mechanisms, such as Employee Assistance Programs (EAPs), offering seminars in stress management, or mindfulness training.

Ensure Workloads are Manageable and Set Boundaries

Excessive workloads, overtime and blurred boundaries around the workday are all contributing factors to rising workplace stress and burnout.

Keep track of employees’ task lists to ensure they are not getting out of control. Regular one-to-ones will give employees the opportunity to flag any concerns or negotiate deadlines. Communication is vital for detecting workload challenges before they start becoming mental health issues.

With the ‘Right to Disconnect’ recently enshrined in Australian employment law, employees can now refuse to respond or engage with work-related communications outside their working hours. Establishing clear policies and guidelines around after-hours work is vital, as is leading by example. This could be by adding a disclaimer to work emails that says, “I am sending this email outside regular office hours but do not expect a response until tomorrow”.

The key is clearly articulating expectations for employees and giving them genuine options for setting reasonable boundaries when needed.

Prioritise Diversity and Inclusion

Helping people feel included, respected and valued goes a long way towards supporting mental health at work.  Investing in diversity and inclusion gives organisations a better chance of retaining employees, improving their productivity and enhancing overall happiness and wellness.

Some organisations, such as Gallup, even recommend synchronising DEI and wellbeing strategies due to their fundamental link. With both considered major priorities for HR departments and leaders, a joint strategy can support a holistic view of “health and wellbeing” consistent for all employees.

Show Gratitude

Recognising employee contributions and excellence is a great way to boost morale and show appreciation for your team’s hard work. Academic literature has demonstrated that recognition reduces employee stress and burnout because employees feel more in control and supported in their roles.

Further studies suggest recognition programs are an example of the Effort-Reward Imbalance model, where employees evaluate the effort they invest in their work relative to the rewards they receive in return.

Demonstrating gratitude can take the form of initiatives such as an Employee of the Month award, or simply sharing good news with your team when someone goes over and above, for example when they finish a major project or receive fantastic client feedback.

Conduct Regular Workplace Wellbeing Assessments

Tracking the overall health and wellness of your teams can help establish a baseline of their stress levels, work/life balance and job satisfaction. This can take the form of a company-wide employee wellbeing survey that is administered on a regular basis, for example each year or every quarter.

The survey should ensure the anonymity of all participants and offer them opportunities to provide open and honest feedback. Surveys are best conducted alongside less formal face-to-face sessions with managers so employees can communicate in the forum they are most comfortable with.

Running regular surveys will provide you with quantitative data by which you can evaluate any wellness initiatives you introduce. Over time, you should aim to see upward shifts in employee engagement and wellbeing, and a reduction in stress and burnout.

Support Employee Wellbeing with One of Australia’s Leading Recruitment Agencies

With a widespread presence spanning Sydney, Brisbane, Melbourne, and Perth, our team of recruitment experts brings a dedicated focus to their respective domains, ensuring that we deliver unparalleled service to our clients and candidates. For considered advice and support on building a healthy workplace culture with the right recruitment strategies, TalentWeb is here to help you.

From talent sourcing and candidate screening to salary research and onboarding, we will help you tap into our values-driven recruiting approach to hire great people. Contact our teams in Sydney, Melbourne or Brisbane to find out more.