Building a culture of care: How companies can foster employee wellbeing beyond perks

In today’s rapidly evolving work landscape, where talent is both the backbone and the driving force behind organisational success, prioritising employee wellbeing has become more critical than ever. While traditional perks like gym memberships and free snacks certainly have their place, they only scratch the surface of what it truly means to support and nurture employees. Companies must delve deeper, building a culture centred on mental, physical, and emotional wellness to ensure the sustained engagement, retention, and productivity of their workforce.

Pillars of employee wellbeing

• Mental health support: Prioritising mental health support fosters employee wellbeing. Offering counselling services, and resources, and creating a stigma-free environment where seeking help is encouraged are crucial components.
• Work-life balance: Balancing work and personal life is crucial for employee wellbeing. Flexible work arrangements, promoting vacation time, and setting clear work hour boundaries support a healthier balance.
• Inclusive policies: Inclusivity ensures all employees feel valued and supported. Implementing inclusive policies like pay parity and diverse hiring fosters acceptance and belonging.
• Professional growth opportunities: Offering professional development opportunities is crucial for employee satisfaction and retention. Mentorship programs, leadership initiatives, and skill-building workshops empower employees to reach their potential and contribute meaningfully.

Challenges to employee wellbeing

Despite the increasing awareness surrounding the importance of employee wellbeing, numerous challenges persist. The pressures of modern work culture, including long hours, high expectations, and the blurring lines between professional and personal life, contribute to heightened levels of stress and burnout among employees

• Work-related stress and burnout: Modern work culture pressures, such as tight deadlines and constant connectivity, heighten stress and burnout among employees. This can decrease productivity and impact mental and physical health if left unaddressed.
• Lack of access to mental health resources: Limited access to mental health resources persists due to stigma, cost barriers, and inadequate support systems. This exacerbates mental health challenges in the workplace despite growing awareness.
• Inequitable treatment and bias: Systemic barriers like inequitable treatment and bias harm marginalised groups’ wellbeing. Discriminatory practices, including unequal pay and limited advancement, undermine morale and cause disengagement.
• Blurring of work-life boundaries: Blurring work-life boundaries due to remote work and digital connectivity makes it hard for employees to disconnect, leading to stress and fatigue.

Wellness matters: Strategies for a healthy workplace

Creating a culture of care requires concerted efforts from organisational leaders and stakeholders at all levels. Here’s how companies can prioritise employee wellbeing:

• Open communication channels: Transparent communication fosters support. Encourage feedback, conduct check-ins, and foster approachability among leaders for constructive dialogue and trust.
• Flexible work arrangements: Flexible work arrangements, including remote options and flexible schedules, cater to diverse needs and improve work-life balance. Granting autonomy in work location and scheduling alleviates stress linked to rigid structures.
• Leadership modelling: Effective leadership sets the tone, prioritising employee wellbeing. Leaders who prioritise self-care, demonstrate empathy, and support workload management inspire trust among their teams.
• Investment in wellness programs: Comprehensive wellness programs show commitment to holistic employee wellbeing. Offerings may include mental health resources, fitness initiatives, stress management, and mindfulness sessions.
• Diversity, equity, and inclusion: Prioritising diversity, equity, and inclusion fosters an environment of respect and belonging. Invest in diversity training, affinity groups, and inclusive hiring practices to achieve this.

How is Quest Global doing it?

At Quest Global, we recognise the importance of prioritising employee wellbeing as a cornerstone of our organisational culture. From transparent compensation practices to flexible work arrangements, we are committed to supporting our employees’ holistic wellbeing. Our initiatives, such as the “Women for Women” mentorship program and tailored leadership development programs for women, underscore our dedication to fostering inclusivity and empowering all members of our workforce. We have partnered with an external organisation to provide free counselling sessions for employees and conduct monthly sessions focused on wellbeing topics. Moreover, through programs like the Technology Excellence Group and on-the-fly award program, we celebrate the ingenuity and creativity of our talent, creating an environment conducive to continuous growth and innovation. Through various initiatives, we are not just building a culture of care within our organisation but also driving positive change in the broader corporate landscape.

Disclaimer: The views expressed in this article are those of the author and do not necessarily reflect the views of ET Edge Insights, its management, or its members