Connecting with other people (social wellbeing) is one of the NHS five pillars of wellbeing. Finding connection in the workplace can support our mental health, but in recent years the ways we connect are evolving.
The New Economics Foundation and Co-op estimate that loneliness costs UK employers £2.5 billion a year. If businesses can create a culture that supports connection — both between employees and to the company’s values — they’ll be supporting mental health and wellbeing, as well as being more appealing places to work.
In this video, Westfield Health Group Director of People, Vicky Walker, explains how HR teams and managers can build belonging in the workplace and create a positive culture for employees.
Video summary
Start from the top down
Over two-thirds (67%) of employees with an effective manager say that their organisation has a good company culture, as opposed to just 22% with an ineffective manager. Culture starts with your leadership team, who will serve as an example for line managers in terms of the values and attitudes that represent the company’s vision.
Boost satisfaction and morale
Our professional lives now require a different kind of support to make people feel like they belong and are able to find meaning in what they do. Shared values can help people feel connected to a wider purpose.
Attracting new talent
The recruitment process is increasingly seen as a two-way conversation, with interviewees asking questions to determine if they’d feel ‘at home’ in an organisation. Almost half (40%) of active job hunters cite company culture over salary as the most important factor in finding a new position. There’s a risk of losing new talent for businesses if the company values don’t align with the candidate’s own.
Can policies build connection?
Workplace policies can act as a framework to help foster bonds within the business, encouraging people to come together and connect to a sense of purpose. But policies shouldn’t be the main focus for HR leaders — instead, take authentic steps to get to know your workforce and equip your managers with the skills to connect to their teams.
Three tips for organisations:
- Communicate your purpose and values: make sure you have relatable values and can offer a sense of purpose from day one.
- Support your line managers: managers need their own support and training to ensure their employees feel included in the workplace.
- Embrace different preferences: find a ‘golden thread’ that makes your people feel connected, whether that’s a shared goal, a sense of place or a commitment to altruism.