The importance of employee wellbeing
Emotional wellbeing has taken on new levels of importance as employees grapple with work and personal challenges resulting from a global pandemic, widespread economic uncertainty, and concerns about family safety and personal health.
These stressors could be taking a toll on your employees – and on your business.
A business cannot thrive if its employees are struggling
InVista’s employee wellbeing survey helps your organization reach its full potential by identifying ways to increase your employees’ job satisfaction.
InVista’s approach to measuring employee wellbeing combines our organizational development expertise with our 42 years of assessment experience. The result is a wellbeing assessment that gives you a clear picture of your employees’ current emotional health.
Our confidental questionnaire uncovers insights about:
- Work-Related Stress
- Coping Mechanisms
- Emotional Wellbeing
- Lifestyle Stressors
- Organizational Support
- Business Impact
Knowing more about the emotional health of your employees will help you make smarter business decisions about company resources and employee support systems.
Partner with InVista for employee wellbeing solutions today to help increase employee engagement, reduce burnout, and create a solid foundation for your business to grow.
Why employees wellbeing matters
- Mental health concerns lead to 105 billion each year in lost productivity and 35 million lost workdays*.
- Only 7% of companies have a way to gauge the mental health of their employees.**
- Only 18% of managers are well-trained to recognize employee stress or are able to guide employees who are suffering from stress.**
Why use an employee wellbeing program?
The wellbeing of your employees has both a financial and a human impact on business. Mental health issues cost the global economy about $1 trillion a year in lost productivity, according to the World Health Organization. As one of the leading causes of disability worldwide, mental health issues cut across age groups, and career and income levels.
Events taking place in the office as well as outside it—from personal issues to global pandemics—make their way into your employees’ workdays. According to Harvard Business Review, “leaders are likely to see employees struggle with anxiety, depression, burnout, trauma, and PTSD” in growing numbers.
The role of leadership is to support their team, which includes supporting their mental health and wellbeing. When employees are struggling with their mental health, their work may suffer, they’ll be less engaged, and they are more likely to leave, increasing turnover.
Many global firms have stepped up their attention and action around employee mental health, implementing evaluation, education, and peer-to-peer support programs. Positive steps could start as simply as allowing the use of sick days for mental health needs. It is also important to shift company culture in order to reduce the stigma of mental illness and facilitate conversations.
An effective employee wellbeing program can promote better productivity, retention, and morale. Your first step toward creating such a program is to assess employees’ wellbeing with a proven method of measurement.
How do you measure employee wellbeing?
Many companies struggle with how to go about quantifying employee wellbeing. Because it is subjective and not all employees wish to share how they’re feeling with their coworkers, measurement presents a challenge.
One way to assess employee wellbeing is to track the number of sick days employees take. Whether they take them for reasons of mental or physical health doesn’t really matter because, one—those things are interconnected, and two—employees often say that they’re physically ill to avoid the stigma of taking a “mental health day.”
Other measurements include:
- Conducting regular assessments on a numerical scale and monitoring changes over time
- Comparing employees’ output (sales, billable hours, etc.) before and after implementing a wellbeing program
InVista Insights takes the guesswork out of measuring employee wellbeing. The key is that we use the same techniques in our wellbeing assessments that make our other employee assessments successful: they’re backed by experience and science.