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Consider workloads. In a downturn, companies cut costs by not replacing staff who leave, instead transfering responsibilities to a colleague's workload. While this is to be expected, take care not to overload staff. Remember that you might save money in the short term, but this may be short-lived if that employee quits or goes sick because of their excessive workload.

Work-life balance is essential. Keep your staff healthy by making it easier for them to work how, when and where best suits them. Improve the opportunities for working from home. If they have dependents, allow them to work flexibly so that they aren't struggling to juggle work and family commitments.

Exercising willpower

Large organisations may be able to deliver gym facilities either on-site or by offering subsidised membership. And smaller companies can make a difference to physical health and mental wellbeing by providing transport to the local sports centre or starting a company sports team. Encourage employees to leave their desks at lunchtime, if only for a brisk walk around the block.

As Monika Akabusi, director of corporate wellness solutions provider Oblique Consultancy, points out, loss of energy can manifest itself in many different ways, "from headaches to migraine, chronic fatigue, muscle spasm and unexplained pains to more severe illnesses such as depression, diabetes or cardiovascular disease".

Food for thought

Food plays a huge part in wellbeing. Staff who depend on high caffeine doses and trips to the vending machine are already at a disadvantage. If you have a canteen, make sure that it provides several healthy options. Replace the chocolate in the vending machine with dried fruit or oat-based bars.

Make it easier for staff to snack on fruit rather than less healthy alternatives - if your budget stretches to it, provide them with complementary fruit. People are much more likely to eat something that's sitting in front of them. Offer alternatives to tea and coffee - decaffeinated versions, plus a decent variety of fruit and herbal teas.

Speak to your occupational health department. Ask them to run campaigns on common work-related complaints such as stress, musculoskeletal problems, and high cholesterol. Offer free or subsidised treatments, during working hours and on site, such as massage, reflexology, health assessments and, in particular, counselling.

If you work for a large organisation provide staff on-site appointments with a company doctor or occupational health nurse. Make it easy for your employees to get help with their health problems. Above all, make sure that staff know they can approach HR or occupational health with any kind of health-related issue, and be met with sympathy, discretion and willingness to help.

If you only do five things

1. Teach yourself to recognise the warning signs
2. Respect people's feelings: they may not want your help
3. Be discreet - learn to keep confidences
4. Be patient
5. Bring in the professionals

Expert's view

What are the biggest challenges?

It is not easy to establish a good work-life balance let alone a good level of wellbeing when we spend most of our waking hours at work. Understandably there are time pressures and high productivity expectations to be met that make it harder for people in the workplace to sustain an ideal level of health and fitness. As always it boils down to prioritising and planning. The internal and external stresses that your workforce is exposed to require a huge amount of energy. It is important that your staff have every opportunity to replenish their energy stores through healthy and plentiful nutrition, opportunities to be physically active, and time for rest and recuperation. Other links in the energy chain are good communication and relationships in both their personal and professional lives and the creative process of attaining a positive mental attitude.

What should you avoid doing?

• Expecting staff to deal with excessive workloads
• Putting the needs of the business before the health of individuals
• Ignoring the impact of workplace stress on your staff

Top tips

• Raise awareness. You can only raise awareness among others when you become aware yourself. Therefore it is advisable that you seek professional assistance or education to enable you to observe and analyse early signs of a breakdown in an individual.
• Offer help. Once you have identified that a person is showing signs of a potential breakdown it is time to communicate and offer help. Sometimes it just helps to talk. With that you are demonstrating a sincere concern for the welfare and wellbeing of that member of staff.
• Consult the experts. Health and wellbeing are science-based subjects and I would therefore strongly recommend that you work with a wellness expert to establish how to best manage the health and wellbeing of your staff, and the different measures you need to put into place that will also give you a good return on investment.

Read More about HR Solutions from Alinga Consulting Group

Source: www.personneltoday.com