WELLBEING may be a common buzz word in the work place but before implementing such a program, leaders should consider if they are hindering or helping their staff.
Research from the Workplace Wellbeing report finds wellbeing programs have to be more meaningful than just "work perks" to improve wellbeing.
Dr Lindsay McMillan, lead researcher at HR think tank Reventure, urges bosses to plan carefully before embarking on a wellbeing program.
WHAT IS WELLBEING?
Three-quarters of workers believe wellbeing is not just mental.
"Encourage both physical and mental health side-by-side," McMillan says.
WILL WORKERS HAVE TIME?
Unrealistic expectations over workload is the greatest negative impact on wellbeing for 51 per cent of workers.
"If workers are drowning in more deadlines than there are hours in the day, taking any time to talk about workplace wellbeing is going to sound incredibly tone-deaf," McMillan says.
HOW CAN IT WORK?
Low team morale hits 38 per cent of workers hardest in their day-to-day work.
"Boost morale with team-oriented events - don't neglect socialising from your overall workplace wellbeing plan," he says.
"However small, find a balance that works for your team - it might be a sports team or it might be an office lunch to get the team together and celebrate your successes."
WHERE IS STRESS COMING FROM?
Family demands is the biggest stress factor in life for 51 per cent of workers.
"For those with caring responsibilities, making it easier for them to prioritise family commitments will go some way to alleviate stress," McMillan says.
"Consider whether your workplace needs an employee assistance program that is available to family members too."
WHAT DO THEY THINK?
Most (74 per cent) workers believe wellbeing programs are worth the time and money. "Have confidence in the knowledge that this investment is worth it for employees," he says.