To Uplift Staff Health Workplaces Need More Than Office Dogs

Following the 2024 US election, workplaces have strived to keep calm and carry on for employee wellbeing, but many have felt the Democrat loss hard. Some are suffering with ‘Trump Derangement Syndrome’, uploading videos onto social media to profess their rage, while online searches looking at moving from the US to the UK increased by 900% and searches for Canada rose to 2,400%, between 4th - 6th November.

In the workplace, employers have focused on keeping things professional, with a few even offering counselling to devastated workers. 

“Give [employees] the information that they need to cope with this, because I can assure you that a lot of employees don’t even know that they have access to counsellors or the ability to speak to a nurse if needed,” urged Maria Trapenasso, Head of Human Capital Solutions at insurance broker NFP.

Post-pandemic, workplace wellbeing initiatives have evolved to welcome employees back into the office and some have provided therapy for staff - as well as office dogs, wellbeing apps and of course, flexible working. 

Outside of the 2024 US election, we look at the impact of workplace wellbeing initiatives on employee health. 

Dialogue Health and Sugarman partner to elevate employee wellbeing with digital mental health solutions

Dialogue Health Technologies, a global leader in employee health engagement platforms, recently formed a strategic partnership with Sugarman Health and Wellbeing, a prominent national occupational health service provider. This collaboration aims to enhance Sugarman's client offerings by integrating Dialogue's innovative preventative wellbeing engagement tool, which focuses on providing on-demand mental health and wellbeing care.

Sugarman, known for its commitment to cutting-edge solutions, will now offer Dialogue's wellbeing engagement platform to its clients, including those in the healthcare and construction sectors. This move responds to the growing demand for more accessible care options.

The partnership addresses the evolving needs of the modern workforce, particularly millennials and Gen Z, who now comprise over half of the working-age population. These demographics show a strong preference for technology-driven, personalised healthcare services.

"The demand for wellbeing and mental health support has never been clearer. Currently, the demand outweighs the support available,” said Dr. Stephanie Moynihan, Associate Medical Director at Dialogue Health Technologies. “We need to find fresh solutions and new ways of supporting employees, which is where digital health tools come in, helping patients upstream in their health journey through educational and self-led solutions, as well as habit-building tools.”

Gezz Van Zwanenberg, COO of Sugarman Health and Wellbeing, said that the addition of Dialogue's wellbeing engagement platform to its existing occupational health services will bring benefits for Sugarman's clients and HCRG's team members, by providing them with the tools to live a healthier lifestyle. 

“We are always looking for new and innovative ways to offer support and deliver health and wellbeing services in easily accessible and convenient ways,” said Gezz. “Health and wellness work together – mental, physical, emotional – and Dialogue brings all those elements together with its physical activity challenges, healthy habit tools, mental wellbeing tools, and content and insights. This partnership is a testament of our commitment to digital innovation in occupational health and allows us to provide a complete continuum of care."

Workplace wellbeing initiatives do not compare to a job free from favouritism, bullying and burnout

However, according to research from London School of Economics, workplace wellbeing initiatives, such as meditation apps, subsidised gym memberships, yoga and free lunches, are a waste of time and money. 

Researchers at LSE’s The Inclusion Initiative interviewed 100 people from across banking, finance and professional services to create the Beyond Workplace Wellbeing Framework. When questioned, they said that they preferred their employer to focus on reducing bullying, favouritism and burnout, leaving employees to pursue happiness in their own way. 

“If employers want happy and healthy employees, they need to focus on minimising ill-being. This calls for an assessment of the way in which organisational practices contribute to the detriment of employees’ physical and psychological health,” said Lead author, Dr Jasmine Virhia, Behavioural Scientist at TII. “Our framework provides guidance on how to do this, and our findings clearly demonstrate that employees attend to their personal wellbeing in highly individualistic ways outside of work.”

“Employers should not be expected to take responsibility for employee happiness, simply because what makes a person happy is personal. Instead, they need to deal with the bad things that happen in the workplace head-on, like bullying and burnout and also provide an environment that is psychologically safe so all colleagues can contribute effectively,” Co-author, Dr Grace Lordan, Director of TII and Associate Professor at LSE. “If employers care about happiness they should provide a decent wage and give enough work-life balance so employees can pursue their own happiness.”

Deloitte finds many employees consider career changes for healthier work-life balance

A Deloitte survey on well-being at work found that 60% of employees, 64% of managers and 75% of C-suite executives are seriously considering quitting for a job that would better support their wellbeing.

Could workplace wellbeing initiatives help? In response to the survey, Andrea Arena, CEO at TimeSquared Concierge, suggested that while there's no single solution to burnout, offering a time-saving service, such as errand running, could make a big difference to employees' work-life-balance.

“Deloitte's 2024 Well-being at Work survey paints a concerning picture of employee well-being, with many feeling overwhelmed. Errand running services offered as an employee benefit can free up valuable time for employees, allowing them to focus on their work or simply relax. By taking care of mundane tasks like grocery shopping, dry cleaning pick-up, or even waiting for a repair person, employers can significantly reduce the burden and directly address the juggling act.”

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