The trend in wellbeing at work has been climbing for a number of years, both in terms of candidates looking at potential employers’ wellbeing policies and offerings, and employers adopting more wellbeing practices.
A Chartered Institute of Personnel and Development (CIPD) survey in November / December 2020 found that there has been a year-on-year decrease of approximately 14% of organisations being more reactive than proactive, and a 6% increase in organisations adopting a formal wellbeing strategy.
At Credas, wellbeing is one of our five employee-chosen company values meaning it has support throughout the business from the executives at the top, to the newest hire.
To ensure that wellbeing isn’t just a term banded around but ultimately ignored, we have integrated it into a number of our HR processes.
Monthly employee reviews. The first discussion point in monthly staff reviews is wellbeing. This means that rather than it being an afterthought following the previous month’s achievements and difficulties, it is front and centre. Within the first few minutes a line manager will understand how the individual is feeling; tired, overloaded, overworked, stressed, struggling with something in their personal life, etc. By putting well-being first each and every month, it lets the individual know that they are seen as a human before an employee.
Monthly happiness survey. Of course, we recognise that some individuals do not feel comfortable telling their line manager that they feel overworked, or that they’re unhappy at work, and so an anonymous monthly happiness survey is open to all employees within our HR system. A worker can express their happiness using a scale of 1 of 10, and they are also able to leave an entirely anonymous private comment which can then be responded to where further information is needed; all the while the identity of the employee is never known thus allowing honest and open feedback.
The CIPD survey shows that mental health is the most common focus of health and wellbeing activity, with 16% more organisations focussing on mental health than in the previous year.
In addition to the more formalised HR-focussed processes above, Credas offers optional events to staff to assist their mental health, whether that’s in-person company social meals (with remote workers receiving takeaway deliveries and the ability to, where desired, join in using a webcam), or taking advantage of our proximity to nature with mountain walking and forest bathing where one can clear their head and settle their mind.
Additionally, Credas is proud to be part of the (disappointingly low) 23% of organisations that offer a Health Cash Plan, through which employees can decrease any mental anxiety they may have over the cost of new prescription glasses or routine dental work. The Health Cash Plan also provides them with access to Mental Health support services and wellbeing resources.
Of course, wellbeing is not just about mental health, but also about general health including advice on healthy eating/lifestyle which is available to all Credas employees through the wellbeing plan offered by the Health Cash Plan.
Hybrid and remote working has meant that some employees have reduced their exercise levels. To counter this, Credas has recently employed the services of an online personal trainer to provide weekly sessions to all employees looking to get themselves moving (with webcam/microphone optional, of course). For employees that do pop into the office, they have access to the company’s cycle2work scheme which not only aids in their exercise but also helps reduce our corporate carbon footprint. Once at work, all staff members have access to a free on-site gym, for which the company pays the induction fee; helping to ensure that finances are never a barrier to wellbeing.
Finally, personal growth and the feeling of being supported through your development and having achieved something is proven to be a great contributor to employee health and wellbeing. The Credas Academy is our way of developing employees by providing internal and external training and/or enrolling them on courses to progress their knowledge and skills. Corporate investment into their progression can help individuals feel secure in their roles and by extension reduce stress or anxiety as to their place in the business.
We are not, however, ones to rest on our laurels and conversations with the Executive are constantly ongoing as to how we can continue to promote and facilitate wellbeing here at Credas.
