Improve wellbeing no matter where your employees work
Whether your people are office-based or remote employee wellbeing needs to be a key focus for every organisation. Promoting and empowering great workplace wellbeing is good for employees and businesses alike.
Track, manage and improve employee wellbeing with our evidence-based employee check-in and intervention tools.
Improve wellbeing no matter where your employees work
Whether your people are office-based or remote employee wellbeing needs to be a key focus for every organisation. Promoting and empowering great workplace wellbeing is good for employees and businesses alike.
Track, manage and improve employee wellbeing with our evidence-based employee check-in and intervention tools.
Helping our clients improve employee wellbeing and engagement:
Tackling the four key pillars of workplace wellbeing to improve health, happiness and business performance
Focussing on employee wellbeing isn't just the morally right thing to do for an employer, it also is good for business. The CIPD found in a recent study that companies who had implemented wellbeing strategies had led better employee engagement (44%) and reduced sickness absence (31%).
Mental wellbeing
An employees emotional and mental health is incredibly important for organisations. Stress, anxiety and depression contribute to 48% of all work-related sickness
Physical wellbeing
Arguably the best-understood category of workplace wellbeing, protecting the physical health and wellbeing of employees is paramount to a happy, successful workforce.
Social wellbeing
An often-overlooked category of wellbeing, the impact of our social standing and activities is considerable when looking at both productivity and staff turnover.
Financial wellbeing
Poor financial health correlates positively with all other types of wellbeing, so the fact that 72% of UK workers believe they are not financially secure needs to be a key focus for employers.
Mental wellbeing
An employees emotional and mental health is incredibly important for employers. Stress, anxiety and depression contribute to 48% of all work-related sickness
Financial wellbeing
Poor financial health correlates positively with all other types of wellbeing, so the fact that 72% of UK workers believe they are not financially secure needs to be a key focus for employers.
Physical wellbeing
Arguably the best-understood category of workplace wellbeing, protecting the physical health and wellbeing of employees is paramount to a happy, successful workforce.
Social wellbeing
An often-overlooked category of wellbeing, the impact of our social standing and activities is considerable when looking at both productivity and staff turnover.
The impact of poor mental health workplace wellbeing:
The cost of poor mental health to the UK economy
Working days lost due to stress, depression & anxiety last year
New or long-standing cases of stress, depression and anxiety
Improve wellbeing with Weekly10
Our weekly employee check-in utilises research from the realms of organisational & clinical psychology as well as behavioural economics and guidance from leading mental health charity MIND to offer a frequent channel for employees to raise wellbeing concerns and employers to intervene where required. Tackle office and remote employee wellbeing whilst also improving employee engagement and performance.
Two-way communication is vital to great employee wellbeing
Studies have shown that the ability to partake in two-way communication with managers and leaders is an important aspect of any wellbeing strategy. Poor communication can mean employees feel left out of the loop, not listened to and not trusted. Managers who pass orders and close down to collaborative feedback typically see higher levels of stress within their teams.
The Weekly10 employee check-in encourages two way communication through our manager feedback functionality. Reviewers and staff can have an active conversation on any point raised across a check-in and schedule follow-ups where required.
Promote wellbeing with a culture of openess
Research from MIND shows that a workplace culture built around honesty and open communication helps to alleviate the stigma of talking about all aspects of wellbeing.
Our weekly check-in builds habitual behaviour, meaning employees get used to being asked (and managers used to asking) and answering questions on wellbeing, which in turn normalises the subjects of mental health, financial issues, loneliness and all other tenets of workplace wellbeing.
Promote wellbeing with a culture of openess
Research from MIND shows that a workplace culture built around honesty and open communication helps to alleviate the stigma of talking about all aspects of wellbeing.
Our weekly check-in builds habitual behaviour, meaning employees get used to being asked (and managers used to asking) and answering questions on wellbeing, which in turn normalises the subjects of mental health, financial issues, loneliness and all other tenets of workplace wellbeing.
Two-way communication is vital to great employee wellbeing
Studies have shown that the ability to partake in two-way communication with managers and leaders is an important aspect of any wellbeing strategy. Poor communication can mean employees feel left out of the loop, not listened to and not trusted. Managers who pass orders and close down to feedback typically see higher levels of stress within their teams.
The Weekly10 employee check-in encourages two way communication through our manager feedback functionality. Managers and staff can have an active conversation on any point raised across a check-in. Our 'pass-ups' mean managers can also raise points higher up the organisation with the click of a button - the employee is alerted anytime part of their check-in goes up the ladder and are kept in the know about progress, making them a visible part of the process.
We'd love to show you how a weekly check-in supports better workplace wellbeing:
Weekly10 has helped sharpen our focus on the wellbeing of our people
Since implementing Weekly10, we've been hearing more from our employees on how they are really feeling, what issues they are having and help we can help.
Private questions for accessing wellbeing help
In the spirit of creating an open and honest workplace culture, by default all Weekly10 check-ins are sent directly to an employee's manager. However, we offer the ability to route answers to individual questions to different people.
A great use case for this feature is the sending of requests for a chat with a mental health first aider or financial advisor.
With the stigma often attached with asking for help in these areas, we believe offering employees a private, secure and frequent behavioural nudge reminding them of the availability of key workplace wellbeing services helps to encourage engagement and leads to more issues being resolved faster.
Journaling & Compartmentalisation
The benefits of committing thoughts and experiences to paper (both digitally and in the traditional sense), particularly for mental wellbeing, are well documented. Journaling acts as a great reducer of stress and anxiety by allowing an individual to organise thoughts, clear their mind and facilitate problem-solving. Completing a weekly check-in offers employees the opportunity to journal their experiences, challenges, successes and thoughts.
Weekly10 also allows employees to compartmentalise their work week from their free time. A lack of ability to 'switch off' is a key factor in workplace stress and poor health. Completing a check-in at a strategic point of the week (i.e. 4:50 pm on a Friday) can act as a physical marker that work is done and it is time to focus on other aspects of life.
Journaling & Compartmentalisation
The benefits of committing thoughts and experiences to paper (both digitally and in the traditional sense), particularly for mental wellbeing, are well documented. Journaling acts as a great reducer of stress and anxiety by allowing an individual to organise thoughts, clear their mind and facilitate problem-solving. Completing a weekly check-in offers employees the opportunity to journal their experiences, challenges, successes and thoughts.
Weekly10 also allows employees to compartmentalise their work week from their free time. A lack of ability to 'switch off' is a key factor in workplace stress and poor health. Completing a check-in at a strategic point of the week (i.e. 4:50 pm on a Friday) can act as a physical marker that work is done and it is time to focus on other aspects of life.
Private questions for accessing wellbeing help
In the spirit of creating an open and honest workplace culture, by default all Weekly10 check-ins are sent directly to an employee's manager. However, we offer the ability to route answers to individual questions to different people.
A great use case for this feature is the sending of requests for a chat with a mental health first aider or financial advisor.
With the stigma often attached with asking for help in these areas, we believe offering employees a private, secure and frequent behavioural nudge reminding them of the availability of key workplace wellbeing services helps to encourage engagement and leads to more issues being resolved faster.
How to tackle remote employee wellbeing?
With a big shift in the way we work, remote working has led to huge changes for many organisations. Though working from home offers a huge range of benefits both for the companies implementing these practices and the individual employee, there are also substantial challenges.
One such challenge relates to employee wellbeing – when face-to-face time with managers and peers decreases, often alongside opportunities to socialise outside of work, how do you monitor, protect and improve remote employee wellbeing?
Remote work employees can become susceptible to a number of interlinked mental and social wellbeing issues including:
- Loneliness and isolation
- Cabin fever
- A reduction in social interaction
- Feeling left out of the loop
- An inability to separate work and home life
This is why we at Weekly10 feel that a heavy focus on wellbeing is particularly important for staff working from home or away from the office. This is one reason why we offer a number of integrations and flexible options for how and when the employee check-in is completed.
How to tackle remote employee wellbeing?
With a big shift in the way we work, remote working has led to huge changes for many organisations. Though working from home offers a huge range of benefits both for the companies implementing these practices and the indivdual employee, there are also substantial challenges.
One such challenge relates to employee wellbeing – when face-to-face time with managers and peers decreases, often alongside oppurtunities to socialise outside of work, how do you monitor, protect and improve remote employee wellbeing?
Remote work employees can become susceptible to a number of interlinked mental and social wellbeing issues including:
- Loneliness and isolation
- Cabin fever
- A reduction is social interaction
- Feeling left out of the loop
- An inability to seperate work and home life
This is why we at Weekly10 feel that a heav focus on wellbeing is particulary important for staff working from home or away from the office. This is one reason why we offer a number of integrations and flexible options for how and when the employee check-in is completed.
