A £1,000 Budget for Wellbeing: Where and what do I spend it on?
Good mental wellbeing – some people call it happiness – is about more than avoiding mental health problems.
- It means feeling good and functioning well.
- It can be helpful to maintain an awareness of your overall wellbeing.
- It can help you to identify the things that have an impact on how well you’re doing.
Red Dot 365 uses a comprehensive wellbeing assessment to understand the challenges you face in four key areas of wellbeing: Physical, Mental, Personal & Professional. Those areas of life are interdependent on one another and can impact on your perception of your wellbeing at any given point in time.
The questions we ask will allow you to reflect and think about what you would like to achieve, your goals and ambitions, the level of motivation you have, the challenges and barriers you face, the solutions that work for you, where and when is the best time for you to achieve your goals, and how best to contact you.
The table below shows a snapshot of the wellbeing dashboard. The physical wellbeing is an important element for some people, for other people it may be the mental wellbeing that is important or personal and professional wellbeing. The key factor is that our approach is evidence based. The evidence comes from the comprehensive wellbeing assessment. The data from the assessment then allows us to compile a wellbeing dashboard (like the one below) covering the physical, mental, personal & professional wellbeing of your people. We believe that it is impossible to look at solutions or address issues at an individual level or as an organisation without first understanding the demand.
Value for Money
Presenteeism, costs up to 10 x more than absenteeism or sickness, people turning up for work who shouldn’t be there. Simply put, it’s the opposite of absenteeism. All business owners know what that is. But fewer might consider the effects of overly present employees. A presenteeism definition is as simple as this: employees who work while sick or provide excessive overtime.
In the economic downturn of recent years, more and more staff members become reluctant to take time off. This is in the fear it may lead to them having an unfavourable viewing by management. The result is employees:
- Turning up to work when they’re sick.
- Staying far later than they need to during the working week.
- Coming into work at the weekends or during annual leave.
- Continuing to work from home at the weekend.
- Answering emails late into the night to stay on top of tasks.
The reality of this over commitment is presenteeism in the workplace. And it isn’t a good thing. Although it may offer short-term benefits, in the long-term it can lead to your staff members becoming anxious, depressed, and overly stressed. It also leads to a drop in productivity, output and morale and drives the wrong culture.
A data driven approach, where we are able to optimise the impact and measure our return on investment has to be the way forward. If I have a £1,000 wellbeing budget, where and what do I invest in? Ask yourself the following questions;
- Where are the priorities from a people perspective?
- How do I measure impact / ROI?
- Is the data robust?
- Is the survey carried out by an independent organisation? (Not HR or central services)
- Are there guarantees around anonymity and confidentiality?
- Can I improve culture, build trust, promote transparency and shift ownership?
Can I get a wellbeing dashboard that everyone gets sight of (reported at an aggregate level to protect anonymity and confidentiality) to make date driven decisions to improve wellbeing.
The data allows us to design and / or commission the right solutions, optimising your budget for wellbeing/staff training. Example below on £1000 budget;
John Williams CEO