In the current climate, stress seems to be running high and with covid-related protocols, absences and mandates, some workplaces are running at beyond maximum capacity.
The topic of staff well-being can easily be put on the back burner with more pressing issues needing to be addressed. However, like any good health and safety controls, I’ve found this is a topic that is better addressed as a preventative measure rather than a reaction to an incident. It can save time and money and ultimately result in happier, healthier staff that remain loyal and give their best at work – doesn’t this sound like a dream?!
Check this out….
18 days annual sick leave
Self-rated performance of 3.7 out of 10
49 effective hours worked (full time) per month
2 days annual sick leave
Self-rated performance of 8.5 out of 10
143 effective hours worked (full time) per month
(taken from “A GUIDE TO PROMOTING HEALTH AND WELLNESS IN THE WORKPLACE” by Regional Public Health Wellington)
Did you get that last bit – that’s the difference of 94 effective hours worked in a month, that’s 1,128 a year!
Ok, so I’ve convinced you but now you’re thinking “how do I put this into place in my workplace?”
This quote is taken from the same resource;
“The level of control an employee feels over their work situation, the stress experienced and whether or not the employee feels valued in the workplace can affect work performance, absenteeism, workplace safety and staff turnover” (Department of Sport and Recreation et al., 2007).
Similar to the quote above, Worksafe NZ website breaks it down into three key concepts;
If you would like to look further at developing a plan around workplace well-being, feel free to get in touch or check out these resources below
(The Mentemia app is very good, it’s a free downloadable app to support wellbeing, could be recommended to staff or there is a paid option for businesses).
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Bob is passionate about good workplace Health and Safety. Hes experienced , qualified, easy to talk to and always available.