When employees take time off sick, it has a direct impact on the productivity of manufacturing organisations. With long-term sick leave increasing, what can employers do to help employee wellbeing and reduce sickness absence? The answer is simpler than you may think … be proactive.
Let’s put this into perspective. The total economic cost of work related ill health and injury in the manufacturing sector is £1.4bn. 2.3 million working days (full-day equivalent) are lost each year. (HSE Manufacturing Statistics in Great Britain report, 2024)
An estimated 94,000 manufacturing workers suffered from work-related ill health in 2023. The biggest issues were stress, depression or anxiety (43%) and musculoskeletal disorders (36%). This accounts for 3.4% of manufacturing employees.
The manufacturing industry is already investing in processes and technology to prevent accidents and injuries. This trend needs to extend to include employee wellbeing.
It’s time to proactively help employees and reduce the huge operational cost of workplace absence.
What’s involved with an employee wellbeing programme?
That’s a good question. Employers often view wellbeing as a nebulous area. What’s involved? How do we make it happen fairly and inclusively?
Emma Clack of Heneom HR explains: ‘An effective workplace wellbeing programme supports and enables better working lives. It may seem fluffy but it offers strong benefits. It goes beyond helping employees, also offering advantages to organisations and communities.
‘The nature of a wellbeing programme varies between businesses and sectors, reflecting the unique requirements of the organisation and its employees. As with all people-orientated solutions, a bespoke wellbeing programme works better than a standard ‘off the shelf’ policy.
‘To create – or review – your employee wellbeing programme, you need to understand what matters to your employees. Start by asking them what they think. Surveys or interviews work well.
‘Remember to look beyond financial benefits. Many people jump to the conclusion that money matters. However, non-financial benefits are often incredibly important to workers. 40% of employees would leave their job for better benefits.’
Five key wellbeing ingredients
- Health
This involves workplace safety such as safe working practices, safety training and workplace risk assessments. Mental health is the biggest cause of work-related ill health in the manufacturing sector. A number of initiatives can be included, such as:
- Stress management
- Conflict resolution training
- Managing mental health
- Supporting crucial conversations
- Occupational health support
- Working environment
From an open and inclusive work culture to appropriately designed working areas and equipment … employees’ regular working environment has a huge impact on their wellbeing. The demands of each role are important too. These include workload, autonomy, working hours and job satisfaction, which in turn impact work-life balance.
Career development and learning opportunities (work-based, vocational, volunteering) can enhance personal growth. A sense of community can enrich the working environment. Social and team-building activities and peer or mentoring support.
Fair and transparent pay is important, plus any non-financial recognition. Did you know … 10% of workers are prepared to change their job and take a cut in salary to achieve better non-financial benefits. (Forbes Advisor, 2024)
- Wider wellbeing
Initiatives supporting dimensions of wellbeing away from the workplace offer additional benefits to employees:
- Physical health – such as on-site fitness classes, healthy eating vending machine options or reduced gym membership costs.
- Mental health – access to counselling sessions (Employee Assistance Programmes)
- Emotional health – mindfulness activities such as group walking.
- Financial health – provision of financial planning workshops and support.
This is your chance to think creatively! What would your employees truly value?
- Work-life balance
Several initiatives can support employees’ work-life balance while protecting and enhancing the efficiency and productivity of the business. These include flexible working hours, remote work options and paid time off, such as sick and parental leave.
Avoiding burnout is vital. Excessive work pressure and negative interpersonal interactions result in an inability to complete tasks well and chronic emotional stress. Employees should be encouraged to prioritise self-care and disconnect after work, reducing the risk of burnout.
- Employee engagement
Communication with employees is an essential part of every wellbeing programme. What support is wanted? How do people access it? Regular feedback is important to understand employee satisfaction, reflecting on the success of wellbeing initiatives and addressing concerns.
On a positive note, recognition programmes are a great way of rewarding employees for their achievements.
‘Taking care of employees’ wellbeing is key to keeping them happy and productive,’ says Emma. ’A good wellbeing support programme can reduce sick days, boosting morale, efficiency and retention.’ Indeed … CIPD’s Health and Wellbeing at Work survey 2023 confirms the top three benefits to employers:
- Better employee morale and engagement.
- A healthier and more inclusive culture.
- Better work-life balance.
What’s not to like?
For no-nonsense HR advice and guidance, contact Emma Clack at Heneom HR. Email [email protected] or book in a free, no-obligation 30 minute call here: calendly.com/emma-heneomhr/30mins-introductory-call
To find out more about Heneom HR and what they do, visit www.heneomhr.com
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