The rise in health and wellbeing support by employers over the past two years is noteworthy, yet challenges such as quiet quitting and staff turnover persist, affecting business efficacy.
- New research indicates that 74% of employers have increased wellbeing support, but issues persist, with quiet quitting affecting 35% of businesses.
- Staff turnover remains a critical concern for 34% of employers, despite enhanced health and wellbeing initiatives.
- Strategies such as targeted support via staff surveys and digital platforms are suggested to better address these employee-related challenges.
- Experts highlight the need for strategic allocation of wellbeing resources to tackle specific organisational issues effectively.
Nearly three-quarters (74%) of employers have reported that they are offering more health and wellbeing support now compared to two years ago, with 42% providing significantly more support. However, according to the latest research from Towergate Health & Protection, there remain considerable challenges such as quiet quitting, which affects 35% of organisations.
Debra Clark, head of wellbeing for Towergate Health & Protection, emphasises that despite the increased support, it is essential that this support is directed appropriately and communicated effectively to truly benefit both businesses and employees.
Employee-centric issues like staff turnover, experienced by 34% of businesses, are still prevalent. Other issues include hybrid working (31%), presenteeism (30%), and absence rates (27%). These challenges, in addition to early retirement (24%), are closely tied to the overall wellbeing of employees.
Clark suggests strategic measures such as conducting staff surveys and establishing employee forums to identify the specific needs of employees, aiming support directly where it is required. Risk profiling is also recommended to focus support effectively and efficiently.
In the current hybrid working environment, the implementation of digital platforms for providing health and wellbeing support has become crucial. Such platforms not only make access easier for employees but also allow employers to continually assess and refine the appropriateness of the support offered.
Concluding her insights, Debra Clark warns that simply investing money into health and wellbeing without a targeted strategy is ineffective. Businesses must ensure their resources both assist employees and address the specific challenges the organisation faces.
A strategic approach to employee wellbeing is imperative for addressing prevalent workplace issues effectively.
