wellbeing Archives - Everpool Recruitment

A few years ago, Office and Commercial wellbeing initiatives – particularly those focused on mental health- were often seen as “nice-to-have” perks. Now, countless studies show that focusing on well-being is becoming a core recruitment differentiator.

In an environment where 87% of companies are experiencing skill gaps, well-being programs are helping organisations navigate talent shortages and reduce hiring time by showing candidates that employers care about their health.

Prioritising wellbeing doesn’t just help attract talent; it significantly improves retention rates. In sectors like the professional services industry, where turnover rates reached a massive 63% in 2022, well-being programs can help mitigate issues with burnout and dissatisfaction that cause crucial employees to abandon ship.

Ultimately, in 2025, mental health support isn’t just a benefit – it’s a business imperative.

The Evolution of Wellbeing in Office and Commercial

In the last decade, workplace well-being programs have undergone a massive shift. In the 1960s and 70s, companies started experimenting with simple perks, like employee fitness centres and gym memberships, designed to boost physical health and reduce absenteeism.

Recently, however, well-being initiatives focused on physical and mental well-being have become increasingly important. Workplace demands have increased, leading to higher levels of stress and burnout among employees. Global challenges, from pandemics to economic issues and political instability, have created a whirlwind of mental health issues for staff.

As a result, holistic well-being initiatives have become a priority for virtually all Office and Commercial candidates. According to SHRM, around 76% of professionals consider mental health benefits to be “critical” when they’re considering new roles. Other studies show that up to 97% of employees believe their employer is responsible for supporting their well-being.

Embracing comprehensive well-being programs helps companies adapt to changing candidate priorities (particularly among younger professionals) and is crucial in tackling various evolving workplace challenges.

According to Gallup, only around 31% of employees are actively engaged at work, and that disengagement is often exacerbated by burnout and stress. Plus, keeping staff members motivated, productive, and engaged is becoming increasingly difficult, as Office and Commercial businesses face mounting issues with resource management, team coordination, and rising project pressures.

Employers who recognise the growing importance of mental health and well-being support can address these issues, creating an environment where teams thrive in the face of new challenges.

The Data Behind the Wellbeing Advantage

Employee well-being programs and solutions that support mental health improve team members’ “quality of life” at work. They also directly impact business performance, reducing recruitment and turnover costs and enhancing productivity.

When it comes to attracting Office and Commercial talent, well-being programs give employers a significant edge – particularly among new cohorts of employees. For instance, 58% of millennials and 54% of Gen Z workers view these programs as essential when choosing a role.

From a retention perspective, research from Forrester shows that as mental health challenges increase among employers, 79% say they would be more likely to stay with a company that offers mental health support. That means embracing the well-being advantage can significantly reduce the costs of recruiting and replacing team members.

Beyond that, a focus on mental health and well-being improves overall team performance. Wellness initiatives have been linked to an up to 23% increase in productivity in some sectors, as employees using them are typically more focused and motivated.

Increased productivity and well-being also lead to better team performance and collaboration. That means businesses benefit from more creative, innovative, and adaptable teams that can delight candidates more effectively and consistently deliver exceptional project outcomes.

Plus, well-being programs contribute to a more “predictable” workplace by reducing unexpected absenteeism and turnover, ensuring that initiatives can move forward without disruption.

Building a Wellbeing-Centred Recruitment Strategy

As companies look forward to the future, it’s becoming increasingly crucial for them to recognise the importance of robust mental health support and holistic well-being programs. Without the right strategy, you don’t just risk losing out on top talent – you could face higher turnover rates, increased costs, and reduced productivity.

So, how do you build a well-being-focused recruitment strategy?

Step 1: Define What Candidates Really Want

First, understand what today’s candidates are looking for from an employer. They’re not just prioritising competitive salaries anymore. They need evidence that their employer values work-life balance and good mental health.

Candidates are actively searching for companies that offer flexible and hybrid work arrangements, mental health days, and flexible time-off policies. They’re looking for comprehensive health benefits, including mental health coverage or stress management resources.

They also want to see evidence of a well-being-focused culture where clear boundaries are respected and workloads are distributed fairly among team members. Research what matters to your candidates today, and be prepared to adapt.

Step 2: Auditing and Enhancing Current Wellbeing Programs

Review your current well-being initiatives once you’ve identified what Office and Commercial candidates want. Gather feedback from staff using employee surveys and dive deeper into the policies and benefits you currently use. Are you focusing too heavily on physical health and ignoring issues like stress and emotional health support?

Do your supervisors and managers need additional training to ensure they can effectively contribute to a supportive, inclusive, and respectful work environment? How effective are your current strategies at reducing stress and burnout, based on the insights you get from staff?

Find the gaps you need to fill and develop a clear, well-being-focused value proposition that addresses how your initiatives support all aspects of employee health.

Step 3: Communicating Your Wellbeing Focus

After developing a well-being-focused value proposition, you need to articulate it effectively. Update your website and social media pages with content that draws attention to your programs, policies, and benefits.

Ask employees to share their “well-being success stories” on your website, through their social media channels, digital forums, and job review sites. Update your recruitment materials, such as job descriptions, to spotlight your focus on mental health support.

Additionally, train interviewers and recruitment teams to ensure they can authentically portray your Office and Commercial company’s well-being culture and initiatives.

Step 4: Commit To Continuous Improvement

Well-being challenges and your employees’ priorities will continue to change in the years ahead, and you’ll need to be ready to adapt. Take a proactive approach to gathering data about the impact of your well-being strategies. Monitor key metrics related to employee engagement, retention rates, and absenteeism.

Encourage team members to share their thoughts on the benefits and downsides of your well-being strategies and ask them for suggestions on improving. Adjust your programs based on that feedback and data, and continue to evolve.

That way, you’ll show your employees you value and respect their input and give yourself a competitive edge when differentiating your company from other employers.

Case Studies: Wellbeing as a Competitive Advantage

Many world-leading companies have already embraced the well-being advantage, inside and outside of the Office and Commercial industry – and they’re seeing incredible results. For instance, the global software company SAP offers a comprehensive well-being program focusing on mental health support, flexible work, and stress management. This initiative has led to increased employee engagement and reduced team turnover rates.

Innocent Drinks has taken an innovative approach to its well-being initiatives, running training courses on mental health (for both employees and managers) and creating a “People Clinic” where people can go whenever they need help with personal or work-based issues.

Johnson & Johnson even famously revealed that, based on their calculations, their well-being programs have saved the company more than $250 million in healthcare costs and turnover expenses over a decade.

Wellbeing: The Must-Have Recruitment Advantage

Well-being and mental health support aren’t just nice-to-have perks anymore. For companies in the Office and Commercial industry, a holistic well-being program is the key to attracting and retaining more talent, improving productivity and engagement, and reducing unnecessary costs.

Suppose you want to give your company an edge in a skills-short industry, sidestep skyrocketing turnover rates, and adhere to evolving candidate expectations. In that case, it’s time to make well-being a priority.

Now’s the time to review your current well-being initiatives and policies and ask yourself: What can you do to keep your teams happy and healthy?

Maintaining a good work-life balance is more important than it seems. Investing in the right equilibrium between your professional and personal life improves your mental and physical health and can directly impact your performance.

Unfortunately, many Health and Social Care employees struggle to achieve a healthy work-life balance as their roles become more complex and demanding. Nearly 50% of employees worldwide are experiencing burnout due to poor work-life balance.

Fortunately, several ways exist to rebalance the scales and enjoy greater well-being while achieving what you want at work.

Understanding the Impact of Poor Work-Life Balance

A great work-life balance doesn’t just mean spending equal time focused on your personal and professional life. It involves consciously managing your time and energy to ensure you can meet your professional commitments while prioritising self-care.

Nurturing a healthy work-life balance improves your physical and mental health on a significant scale. In fact, one study in The Lancet found that the risk of stroke is higher in people who work more than their allocated hours each week.

Good work-life balance ensures you can build relationships with your Health and Social Care colleagues more effectively, as you’ll have greater emotional resilience. It also boosts your creativity, productivity, and efficiency in the workplace.

Conversely, a poor work-life balance creates various issues. When you fail to invest in self-care, your physical and mental health starts to deteriorate. The quality of your work suffers because you may be unable to focus, causing you to make consistent mistakes.

Plus, poor work-life balance harms your personal and working relationships, as you have less energy to contribute to connections with other people.

Achieving Work-Life Balance: Top Strategies for Success

Achieving balance in your role is crucial for your well-being and career’s future. However, it can’t be easy to define how to enhance work-life balance effectively in a demanding role.

Here are some ideas that work.

1. Assess your current situation carefully

Start by evaluating your current workplace situation. Use tools for self-evaluation, like online stress tests, to determine how likely you are to burnout. Pay attention to the common symptoms of poor work-life balance, such as:

An inability to “switch off” when you’re not at work.
Strained relationships with your loved ones.
Constant fatigue or regular illnesses.
Feelings of panic or fear on Sunday evenings.
A sense of disengagement or disinterest in your work.

If you feel your work-life balance might be out of whack, ask yourself where the biggest discrepancies are. Use time-tracking tools to understand better how you use your time throughout the day, and take notes of things that negatively affect your experience in the workplace.

2. Optimise your schedule

You must manage your time effectively to achieve a better work-life balance in a demanding Health and Social Care role. The better you are at organising your schedule, the easier it will be to assign the right amount of time to your personal and professional life.

You can use various strategies to give yourself more control over your time. Using a Pomodoro timer is a good way to organise your day into short, focused bursts of activity so you can get the most value out of your energy.

Time-blocking is another great strategy, as it involves dedicating specific periods of your day to certain tasks, which can prevent you from falling victim to procrastination or productivity-draining multitasking sessions. Use the Eisenhower matrix to prioritise tasks based on their urgency and importance and know when to say “no” to additional requests.

3. Focus on working smarter, not harder

Many Health and Social Care employees think investing additional hours in their jobs will make them more productive. However, working longer hours increases your chances of suffering from physical health issues.

Rather than focusing on trying to fit more into your day, look for ways to streamline and improve your performance. Developing new skills, like using technology to automate certain tasks, can save you significant time.

Setting boundaries is important, too. Ensure your team members and managers know what you’re physically capable of managing in your day-to-day routine. Don’t simply say “yes” to everything; set realistic expectations for yourself and share them with your colleagues.

4. Invest in effective collaboration

Collaboration is a powerful tool for improving work-life balance. When you can rely on other members on your team to help you achieve your goals and complete tasks, you’ll work much faster and more efficiently. Build strong relationships with your colleagues based on mutual support and assistance.

Offer to help them wherever you can, and ask them to return the favour when they have skills that will benefit the tasks you’re working on. Know when to delegate and share responsibilities with other team members, and avoid trying to handle everything independently.

If you’re struggling to make the most of your team, ask your manager for advice on how you might be able to delegate more effectively without overwhelming other team members.

5. Take advantage of technology

Technology can both harm and improve work-life balance. Being constantly “plugged in” to workplace applications and collaboration software can make switching off in your free time harder. However, technology can also help you to manage your time more effectively.

Productivity apps and tools can help you to more effectively keep track of your schedule, monitor your progress towards tasks, and allocate your time effectively. You can also use tools to help you automate certain tasks and streamline common processes.

Ensure you’re also taking the time to switch off. Know when to put email and messaging notifications on silent, and take advantage of automatic email responses to keep colleagues informed when you won’t be available.

6. Create a self-care routine

Finally, maintaining a good work-life balance in a demanding Health and Social Care role takes conscious effort. It’s easy to fall back into unhealthy habits, like working extra-long hours or forgetting to take breaks. That’s why you need to dedicate specific slots to looking after yourself.

When planning your day or week, highlight specific times in your schedule when you can dedicate time to important things like exercise, enjoying your hobbies, or spending time with loved ones.

Try to spend at least a small portion of every day doing something you enjoy, whether watching your favourite television show or taking the dog for a walk.

Devoting every ounce of your time and energy to your Health and Social Care career might seem like a good idea at first, but it can seriously damage your mental and physical health and even have a negative impact on your performance.

Investing in a good work-life balance is the best way to ensure you can look after yourself and achieve your professional goals.

The Wellbeing Advantage: How Mental Health Support Attracts The Best Office and Commercial Talent

May 9, 2025