Over the last couple of years the term well-being has become increasingly used and part of our everyday lives. 

The workplace is no different. For some, this comes as no surprise and is welcomed, for others it may appear to be yet another bandwagon or as another symptom of “wokeism”. So why are we hearing more about it? And does it really matter?

Firstly, to define “well-being.” Dodge, Daly et. al. define stable well-being as “when individuals have the psychological, social and physical resources they need to meet a particular psychological, social and/or physical challenge.” 

With the definition above in mind, a useful analogy is that of the “capacity cup” – we all have a certain capacity to deal with the challenges that life will inevitably throw at us. Where we are facing stresses and challenges, these will add to the volume in our capacity cup. Where our capacity cup is already quite full, try to throw another challenge in there and it over-flows. 

This is when our well-being starts suffering as we no longer have the capacity to cope with the challenges that come our way. With the challenges we have all faced over the past couple of years with Covid, many peoples’ capacity cups are already sitting at a higher level, the resulting impact being that our capacity to deal with challenges is reduced, thus impacting upon our well-being.

So why is this the responsibility or concern of a business owner or manager? Of course, for many, it may simply be the case that they care for their employees. 

However, putting the soft fluffies aside, there is a strong business case for looking after employee well-being. Firstly, the protection of mental health and reduction of psychosocial hazards is a requirement under the Health and Safety At Work (2015) Act. Secondly, evidence has shown that good mental health and well-being of workers improves productivity, reduces attrition and supports the achievement of business goals.

Where to from here? How do you support employees well-being?

Develop a mental health and well-being policy. Having this in place not only shows your employees that you take it seriously, but it opens up the conversation around it and provides you with guidance on how to take a preventative approach as well as responding to concerns should they arise.  

Take steps to educate yourself and your team on well-being matters and how to identify and talk about these.

Talk – speak to your employees and colleagues. 

• Find out what will support their well-being (it’s not always a one-size-fits-all approach).
• Create a supportive culture where well-being can be talked about without any fear of discrimination or stigma.
• Take notice of any changes you see in someone and start a conversation with them about it.
• Conduct regular business and performance reviews where, not only you can share with your employees what is happening in the business and how they are doing, but also give them the opportunity to share feedback with you.

Listen – when an employee or colleague comes to you with a mental health or well-being challenge, take the time to actively listen. You may not have the answers (and you do not need to), but seek to support them in finding those answers and support.

There are many amazing initiatives and resources available – here are a few:

1737 – Free and confidential counselling via phone or text

Youthline: Youthline.co.nz or 0800 376 633

Mental Health Foundation: Mentalhealth.org.nz

Xero Employee Assistance: Free to all employers, employees and their families using Xero until March 2023

Mates In Construction – mates.net.nz