How to manage workplace wellbeing in 2023

Workplace wellbeing has been much discussed in the past few years. Post-pandemic, there is still uncertainty around what the “new normal” will look like for how, where and when we work. With mental and physical wellbeing of employees proven to impact on business performance, considering how you can help your workforce be healthier and more resilient should be a top priority for 2023.

Impact of Covid-19 on workplace wellbeing 

Having the option to work from home in a hybrid working model is generally seen as better for people’s mental health. However being forced to work remotely during Covid without an appropriate home set-up had a negative impact on the mental and physical wellbeing of many.

In fact, during the pandemic mental health sick days rose by 10% with one third of workers reporting poor mental health. One in five employees state that they feel less lonely in the office, and that collaboration is easier in an office setting. It’s therefore understandable that many, particularly younger workers, were looking forward to being able to return to an office environment.

However, not everyone shared their eagerness. Forcing people to return to the office full time was not welcomed by all employees. Whether your organisation’s 2023 working arrangements include remote working, hybrid working or office-based working it is crucial that you prioritise mental and physical wellbeing.

Keep reading: How is hybrid working affecting stress at work?

Managing financial wellbeing for employees

Going back into the office, whilst a welcome relief for many, brings worry and anxiety for others. Surveys have shown that employees are worried about the financial cost of the commute and child-care responsibilities, particularly as the cost-of-living crisis continues to pile on the pressure. Many employees are struggling to balance the benefits of office-based working, where 

Every employee will feel differently regarding a return to the office. Forcing employees to work in conditions which fill them with anxiety or cause unnecessary stress will impact employee wellbeing, productivity and quality of work. Instead, organisations should consult their employees before making change, to ensure that future working arrangements promote employee wellbeing.  

It’s also important to consider how employees are ‘re-boarded’ to the office, and briefed on new working arrangements, policies and expected behaviours.

Download our Reboarding employees to the office guide to help understand how to manage peoples’ working conditions

Sometimes anxiety around returning to work is purely from uncertainty. Communication is therefore key to supporting employee wellbeing during times of change. For instance:  

• Ensure there is a clear plan regarding future working arrangements for employees, and what these arrangements are.  
• Encourage managers to check-in with their employees about the new arrangements.  
• Ask employees about what your organisation could be doing to help promote wellbeing at work. 

What drives workplace wellbeing? 

Workplace wellbeing refers to an employee’s mental and physical health at (and sometimes out of) work. Promoting workplace wellbeing can lead to increased employee engagement and resilience, increased performance and productivity and reduced sickness absence.   

In fact, employees with positive workplace wellbeing are more likely to:  

1. Enjoy their work and be absorbed in the work they do 
2. Be resilient and bounce back from stressful situations at work 
3. Have higher energy levels and be confident in making a difference at work.  

The benefits are clear. So how can organisations influence wellbeing at work? People Insight’s THRIVE model identifies four main factors which influence workplace wellbeing. These are: 

1. Climate and culture (i.e. fairness and values at work) 
2. Organisational processes (i.e. health and wellbeing support) 
3. Role (i.e. employee workloads and autonomy)
4. Individual (i.e. personal demographics which may have an effect on wellbeing) 

Download our THRIVE model to measure the effectiveness of your wellbeing strategy

How can you measure employee wellbeing?

Once you have identified what workplace wellbeing is and the factors which can influence it, the next step is understanding how to measure workplace wellbeing and identify which parts of your organisation most need support  

Employee wellbeing surveys are a great way of assessing the wellbeing of your employees. They also help ensure that your employees have a place to voice any concerns confidentially. When plans are being made that will impact day-to-day arrangements, a wellbeing survey is a vital tool to measure how people are feeling and give them a chance to have their say.  

People Insight’s employee wellbeing surveys are based on THRIVE, a framework developed by our organisational psychologists to assess organisational wellbeing. 

Example employee wellbeing survey questions:

To what extent do you agree with the following statements: 

1. I am able to strike the right balance between my work and home life. 
2. The purpose of this organisation makes me feel good about my work.
3. I can comfortably cope with my workload. 
4. I feel valued and recognised for the work that I do.  
5. This organisation does enough to support my health and wellbeing at work.

As with any employee survey however, asking employees for feedback is just the start! Understanding your results and using these to inform your wellbeing strategy is vital. Find more help with this in our guide on how to effectively create change post-survey  

How can managers support employee wellbeing?

To successfully implement wellbeing initiatives, managers need to be encouraged and empowered to do their bit too.  

It’s important that managers help create a company culture where it’s safe to talk about both physical and mental wellbeing and where wellbeing struggles are not seen as a weakness. Managers should lead by example by participating in wellbeing programmes and ensuring that they take care of their own wellbeing too. 

To support workplace wellbeing during the return to the office, encourage managers to:  

• Provide an opportunity for employees to discuss their wellbeing. Encourage their teams to raise any concerns about workload, stress or challenges about new ways of working early on.  
• Ask employees how they are adjusting to changes in policies post-Covid and be proactive, as appropriate within your organisation, in offering solutions that support mental or physical wellbeing.  
• Be clear and transparent about upcoming changes to ease uncertainty and worry. Employees were 23% more likely to suffer mental health declines since the pandemic if they felt their manager was not good at communicating. Being upfront about plans for office-based, remote or hybrid working will reduce the likelihood of rumours and unease. 

Wellbeing support for remote employees

Consider the wellbeing needs of your remote employees too. Whether employees are dividing their time between the office and home, i.e. hybrid working, or continuing to permanently work from home, wellbeing initiatives must consider their needs.  

Working remotely brings benefits like a lack of commute and the ability to better integrate personal and work lives. However, it can also make it hard for employees to collaborate with others, feel included and can result in feelings of loneliness and difficulty switching off.  

Read more: How to tackle workplace isolation and improve wellbeing 

When managing a remote team, managers should ensure that every team member is clear about the working arrangements and expected behaviours. Also trust your employees and avoid micromanaging your teams; focus on the outputs rather than the activity. 

Employers should also ensure that employees have the tools to collaborate easily with colleagues. This might include video call apps such as Teams or Zoom, as well as business communication apps like Slack and Workplace. Technology can help hybrid working employees feel connected to their colleagues and remove barriers around asking for support or socialising as a team.  

Show your people that their wellbeing matters 

Talk to us today and learn how People Insight can help measure and improve the mental and emotional health of your workforce.