The Workplace Well-Being Imperative: Unpacking Deloitte’s Findings (Part 1)

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Mar 18

Written By James Parkes

The Workplace Well-Being Imperative: Unpacking Deloitte’s Findings (Part 1)

Written by: Paula Antalffy 4-5 minute read

Introduction: Addressing the Growing Importance of Workplace Well-being

In today's competitive landscape, workplace well-being has emerged as a crucial concern for both employers and employees alike. As organisations strive to attract and retain top talent, they are increasingly realising the necessity of fostering environments that prioritise employee well-being.

This shift reflects a broader recognition that a happy and healthy workforce is not just beneficial for individuals, but also crucial for driving productivity and sustaining business success.

The Rise of Workplace Well-being Initiatives

Employers are responding to this imperative by offering a myriad of benefits and perks. From gym memberships to free mental health support and access to private healthcare, businesses are exploring various avenues to create appealing work environments.

However, simply providing these perks may not be sufficient to address the underlying issues affecting employee well-being.

Deloitte's Insightful Survey: Insight Into the Research

Deloitte recently conducted a comprehensive survey of 1,274 US workers spanning diverse industries, regions, education levels, income brackets, and demographics. The objective was to gain deeper insights into the efficacy of workplace well-being initiatives in practice.

Surprisingly, the findings revealed that a significant portion of employees (68%) reported not fully utilising the well-being resources offered by their organisations. Accessibility issues, including time constraints and complexity, were cited as primary barriers to participation.

Beyond Perks: Unveiling the Key Factors Influencing Workplace Well-being

Recognising the limitations of perks and programs alone, Deloitte identified three critical factors that significantly impact workplace well-being: leadership behaviour, job and organisational design, and ways of working.

In this blog, we explore shifts within workplace culture and daily operations that go beyond superficial benefits to foster a more wellness-focused environment.

A New Direction in Workplace Well-being

Deloitte’s research identifies three key areas where businesses can take initial steps to make a meaningful difference in their workplace well-being program.

Shift 1: Rethinking Traditional Mindsets

Businesses need to shift the mindset with which they approach a variety of factors which have a significant impact on their team members.

The following table examines three crucial areas requiring swift change.

Old Approach: Wellbeing = Finding Balance Between Work and Life

Organisations traditionally view work and personal life as distinct entities. They often promote the notion that well-being is achieved through a delicate balance between work and personal life.

New Approach: Work is a Determinant of Wellbeing

A big shift is needed to recognize that work directly influences individual well-being. Rather than viewing work-life balance as separate, organisations should acknowledge that work is an integral component of life and plays a significant role in shaping overall well-being.

Old Approach: Wellbeing is the Responsibility of the Individual

Historically, organisations have placed the responsibility of well-being solely on individuals, failing to acknowledge the systemic impact of work on well-being that individuals often cannot control.

New Approach: Well-being is a Shared Responsibility

Organisations must accept responsibility for creating conducive workplace environments that enable individuals to take ownership of their well-being. By fostering a culture that supports employee well-being, organisations empower individuals to thrive professionally and personally.

Old Approach: The Best Solution is to Offer Perks and Benefits

Traditional approaches to workplace well-being often focus on providing access to perks and services, overlooking broader structural and organisational factors that influence well-being.

New Approach: Organisational Structures Impact Well-being

Well-being should be viewed as a measurable outcome of organisational structures and practices. By prioritising well-being in organisational design and decision-making processes, businesses can create environments where employees thrive and perform at their best.

Shift 2: Comprehensive Measurement of Well-being

Organisations must move beyond traditional methods of measuring employee well-being and adopt a holistic approach that incorporates both qualitative and quantitative data.

While many organisations collect self-reported data on employee well-being, they often fail to connect these insights with empirical operational data to create a comprehensive understanding of well-being.

By connecting survey data, with other KPIs such as attrition rates and insurance claims, organisations can gain deeper insights into the factors influencing employee well-being and make informed decisions to address areas of concern.

Shift 3: Identifying Priority Areas for Improvement

To drive meaningful change in workplace well-being, organisations must prioritise interventions that have the greatest impact on employee welfare.

By focusing on key determinants such as leadership behaviours, the design of work, and ways of working, organisations can address systemic issues that impact employee well-being.

By defining organisational levers and strategies to address these priority areas, businesses can build momentum towards creating a well-being-focused workplace culture that supports the holistic health and productivity of employees.

The Future of Workplace Wellbeing: myday

In today's competitive landscape, prioritising workplace well-being is vital.

Deloitte's survey underscores the need for holistic approaches beyond surface-level perks. From reimagining leadership to redesigning work structures, organisations have ample opportunities to foster thriving environments.

What’s more, by integrating feedback, data, and innovative interventions, businesses can create workplace environments where every individual feels valued and supported to reach their full potential.

Creating a workplace culture centred around true well-being begins with recognising the areas where your business needs to shift their day to day culture. The myday app facilitates this process by offering customisable tools to enhance your workplace wellness strategy. It serves as an excellent option for business owners striving to prioritise well-being in their organisation.

So, how does myday make a difference?

Concrete Metrics: myday’s built in KPIs and analytics allows you to monitor employee wellbeing, connectedness and workplace satisfaction like any other essential metric in your business.

Fostering Social Connection for Well-being: With the app, team members can establish both private and public support groups, enabling them to prioritise their well-being and seamlessly share their achievements, challenges, and life milestones with one another.

Global Well-being Initiatives: Expand your dedication to well-being beyond your employees to the global community through verified projects that make a positive impact worldwide, aligning your business with human sustainability objectives.