SEARCH
Looking after employee wellbeing is an essential component of being a good employer. A lack of focus on it can have a detrimental effect on productivity. With so many working days lost to poor mental and physical health as well as presenteeism, employee wellbeing has never been so important. Employers are facing a growing responsibility to support their staff in this area. But no two employees are the same. So how do you take this into account when creating a wellbeing strategy for your company?
Looking after employee wellbeing is an essential component of being a good employer. A lack of focus on it can
have a detrimental effect on productivity. With so many working days lost to poor mental and physical health as well as presenteeism, employee wellbeing has never been so important. Employers are facing a growing responsibility to support their staff in this area. But no two employees are the same. So how do you take this into account when creating a wellbeing strategy for your company?
Read more
At Connor Broadley we assess employee wellbeing through three ‘pillars’ of wellbeing: physical, mental, financial.
In the simplest form we ask the questions:
Ensuring your people are happy, feel supported, and able to fulfil their potential.
Ensuring your people are fit, healthy, and physically able to do their jobs.
Being financially in control of your life and protected if the unexpected happens.
Wellbeing
We appreciate that overlap will occur across the pillars, for instance increasing physical wellbeing is intrinsically linked to a more
positive mental outlook. Whilst conversely, a domino effect can occur - financial issues (such as unmanageable debt) can lead to stress and anxiety, which impacts sleep and mental health, manifesting into a physical health issue.
That’s why we don’t see the three pillars of wellbeing as a checklist to complete. We take a holistic approach to designing and implementing employee benefits packages. We incorporate traditional insurance benefits such as private medical insurance, group income protection and group life assurance, as well as exploring alternative solutions to complement the insurance benefits like employee financial planning clinics and mental resilience training. Always ensuring that the benefit design aligns with these three pillars.
