Employee wellbeing has been placed front and centre in recent years, with an emphasis on mental health support and overall workplace wellbeing.

Of course, the pandemic was a key driver in this shift, but even before COVID-19 turned the working world on its head, mental health was an issue large enough to be of interest to WHO. It outlines that 15% of working-age adults were estimated to have a mental disorder in 2019, and globally, an estimated 12 billion working days are lost every year to depression and anxiety – $1 trillion per year in lost productivity.

Remchannel’s 2023 Employee Benefits Guide, which surveyed 94 organisations across South Africa’s various industry sectors, indicates an increase in efforts to innovate benefits to support work-life integration, a key part of ensuring employee wellbeing. In line with this, the survey reported that 83% of employers have implemented a hybrid working model, up from 41,3% in 2019. Of these organisations, 40.7% indicated that the company prescribes the days in the office, while 48.1% indicated that employees could choose their days in the office.

In the 2019 survey, only 20.3% of employers offered an on-site gym, which jumped to 36.2% in the 2023 survey. While there is a clear focus on wellbeing, very few companies indicated that they provide “duvet leave”, wellbeing days or self-care day leave.

The corollary of that is that there’s a strong business case for supporting your employees’ wellbeing – beyond a roadshow or a series of company-wide webinars in October to mark Mental Health Awareness Month. Rather, wellbeing should be baked into your company’s culture and policies.

While business today is dynamic and demanding, and competition is fierce for market share, top talent and innovative ideas, many organisations forget that the key to success often lies not in external factors, but within the very heart of the organisation – its employees.

Prioritising their wellbeing can lead to better morale and engagement, a healthier and more inclusive culture, an enhanced employer brand, less absenteeism due to illness, reduced “presenteeism”, less staff turnover, better productivity and even better customer service – it’s a win-win all around.

Traditionally, businesses have focused primarily on physical wellbeing, offering healthcare plans and ergonomic workstations. While these are important, a new wave of understanding is emerging: prioritising mental wellbeing is no longer a nicety, it’s a strategic imperative for businesses seeking to thrive.

Building a culture of mental wellbeing

There are many practical ways businesses can champion holistic wellbeing in the workplace. For instance, leaders can create safe spaces for employees to discuss mental health concerns without fear of judgment. Educational workshops and awareness campaigns can help normalise conversations around mental wellbeing.

Work-life balance is also crucial for mental wellbeing. Offering flexible work options such as remote work schedules, compressed workweeks and parental leave programmes can alleviate stress and empower employees to manage their personal lives.

Techniques like mindfulness meditation and yoga can equip employees with tools to manage stress, improve focus and enhance overall emotional wellbeing.

Employers can also promote healthy habits by encouraging regular physical activity, healthy eating choices and good sleep hygiene through employee wellbeing programmes and incentives. A product like Strove, Old Mutual’s comprehensive solution addressing both physical and psychological wellbeing, uses behavioural science and game design principles to create positive and sustainable behavioural change.

Strove also offers video workouts, and personal virtual consultations with life coaches and therapists. The platform empowers organisations to promote, track and reward employees’ physical and mental wellbeing.

It collects powerful health data and people analytics alongside actionable insights and recommendations, which can be used to inform people-management strategies on an organisational, regional, divisional or team basis.

Prioritising mental wellbeing is no longer a cost; it’s an investment with a significant return on investment. Studies have shown a direct link between employee wellbeing programmes and improved financial performance.

Research by NZIER and Xero in New Zealand, for instance, found that for every dollar invested in organisational wellbeing initiatives, the average financial return was between five and 12 times the investment within a year.

In other words, businesses that demonstrate a genuine commitment to mental wellbeing – and the words “genuine commitment” are key – cultivate a happier, healthier and more productive workforce – a recipe for sustainable success in a competitive landscape.

Simply put, by prioritising mental wellbeing, companies are not just doing the right thing for their employees; they are making a strategic decision for the future of their organisation. In a world driven by innovation and human capital, fostering a culture of mental wellbeing is no longer a competitive advantage – it’s the new standard for success.