Creating a culture to achieve a healthy workforce
- Be aware of responsibilities as an employer under the Health and Safety at Work Act and associated legislation
- Ensure that managers of staff are involved and can show a real commitment. This must be evident from the very top. Managers should be confident and trained
- Consult and discuss with your employees on what concerns they have about their overall wellbeing and their health and involve them in developing plans to improve. Staff will feel more valued and be generally more engaged if they are invited to be involved in the organisation
- Do you know how healthy your business is? Why not find out with our Self Assessment tools
- Offer and carry out assessments of your staff's health and wellbeing, whether this is in the form of a survey, an audit, a good analytical tool or enabling time to hold discussions. Further audits for healthy businesses are available
- Find out about and make available services that can enhance your staff's health and wellbeing; to prevent absence, to help people recover from absence, to help everyone to understand chronic diseases and their impacts at work. Managers should know how to manage common health problems well
Processes and systems that support health and wellbeing at work
- Consider the life cycle of your employees in your business from the first time that you see them, through recruitment, through what it takes to do an efficient job, through recognition and celebration of a job well done and how to engender loyalty through understanding and flexibility.
- Be aware of your responsibilities as an employer under the Disability Discrimination Act
- Competency is vital to a feeling of positive health and wellbeing. Train people to do their jobs well and managers to manage well
- Listen to your employees' ideas
- Enable your staff to be healthy and promote their wellbeing both in and outside of the workplace
- Maintain a positive safety culture based upon risk assessment of activities and environments
- Develop a policy for managing sickness absence, including accurate data collection and reporting. Maintain contact with employees during their sickness absence, and carry out return-to work interviews to plan how to support them with their return to work
- Assess the costs of employee turnover and recruitment in your organisation
- Provide flexible working arrangements to engender loyalty and retention of staff
- Facilitate rehabilitation and early return to work
Maintaining People in and at work
A thriving local, regional and international economy is important for the success in business and positive strategies to invest in the local economy and other local businesses can bring positive mutual results; many businesses have services and goods to offer that will support your health and wellbeing strategy.
With an ageing population we are facing the need to manage limiting long term chronic illnesses whilst being at work. Employers will benefit from understanding these conditions better and being able to offer empathy and support to their staff.
Good work is healthy for people and is vital for their wellbeing. Being without work is a major problem for both the individuals concerned and also for our economy and society. Consider what you can do to enable those currently out of work to have opportunities to return to work.