FMJ Facilities Management magazine providing industry-specific intelligence to FM and property professionals
THE PEOPLE MANAGER’S VIEW
LAURA NOONE,
PEOPLE MANAGER, LEXINGTON
Employee Assistance Programmes (EAP) have become increasingly relied upon over the last few years. EAPs are generally used by employers to provide employees with support and counselling for difficulties such as mental health or financial problems. The rise in demand for EAPs reflects a sharp increase in mental health concerns and the ongoing cost of living crisis in the UK, with more families and individuals seeking help.
The programmes offer varying levels of support to help people continue with their jobs and remain in the workplace. They also help to take pressure off the NHS in dealing with similar queries. With the shift work involved in catering and other facilities management roles, arranging an appointment with the GP can be tricky at the best of times. The Lexington EAP service gives our team access to a 24/7 GP service. Having access to professional help and advice through your workplace leads to fantastic levels of engagement, translating to a happy and healthy team.
For Time to Talk Day in February, we provided lunch for the whole office so everyone could take time out together in the same space. It was great seeing people chat who wouldn’t usually interact with each other because they work in different teams for example.
Having a central wellbeing calendar can help keep the health and wellbeing conversation front and centre. Employees like consistency, so having the calendar send around relevant reminders and resources at a familiar frequency helps keep the workforce engaged. As an organisation, we have “Wellbeing Wednesdays” where each week we’ll share webinars via our employee portal or run training sessions. These can cover anything from supporting managers to feel confident talking about mental health, to recognising the silent signs of when someone might be feeling low.
Busy kitchens or offices can mean that changes in someone’s behaviour can go unnoticed without the right eye looking out for them. We encourage managers to have regular coffee catch ups with their teams, creating a more comfortable environment for employees to share if they are struggling. We also actively ask our employees through our performance platform the straightforward question: How is your wellbeing? If they score low, they will have a conversation with their line manager and, if required, one of our mental health first aiders will go meet them.
We have 20 mental health first aiders at different levels and genders across the country covering our education, B&I, and reception services. Businesses need to take note now rather than later that the younger generations are more open to talking about how they really are, and the taboo of mental health is being broken down. Keeping on top of this is more important than ever.
The focus on physical and mental health must be equally weighted. The hospitality industry runs on shift work, and this has an impact on the human body. Mental wellbeing may be less evident, so it takes a more conscious effort to identify, but checking in on our teams’ physical health and wellness is just as important.
An employer’s impact can only reach so far outside of the workplace so the key is creating an open culture and a safe space at work where open conversations can be had.
EMPLOYEE EXPERIENCE MANAGER’S VIEW
EMMA LAMBERT,
EMPLOYEE EXPERIENCE MANAGER, ANABAS
Employee experience and wellbeing are critical for all industries, particularly facilities management, which is likely due to the churn for frontline roles. It is easier now to identify which companies care about the wellbeing of their teams by looking at their employee engagement and retention figures.
Looking after employee wellbeing is a constantly evolving journey. It is different now from what it was 10, or even five years ago, and it will likely change again in the years to come. It’s not just about looking after your teams in the office, either. Today, employers have a responsibility to care for their colleagues beyond the workplace, too. While some physical and mental impacts will be outside of an employer’s control, there are steps facilities management companies can take to support their workforce and protect them, professionally and personally.
Thankfully, the taboo of mental health has been broken down dramatically in recent years, particularly since the pandemic. Providing a safe culture in the workplace where people can be open and honest about how they are feeling and taking the time for each other will go a long way. This could mean introducing mental health first aid training, so your team is better educated on how to look after one another, or signposting professional counselling services for cases that require further attention and support. Employee assistance programmes from approved providers are popular frameworks to use in this context.
It is also positive to see that financial wellbeing is being recognised and prioritised more across all industries. Financial pressures can be an extremely heavy weight and can be stressful for employees, so having an expert to talk to, or resources to access and use easily, can be very helpful. The abundance of social awareness days also provides a good platform for sharing the relevant educational pieces.
But it doesn’t stop at mental and physical wellbeing. Learning and development play a large part in how content and engaged employees feel at work. It fosters a committed and motivated workforce, especially when individuals can direct their own development in line with what they enjoy or what they are good at. At Anabas, we encourage our people to seek out courses and training opportunities to help them progress in their roles. Apprenticeships, additional qualifications, and top-up training ensure that career trajectories remain fulfilling and engaging and can support professional and personal growth. We have several success stories across our business of employees gaining extra qualifications and skills to progress in their careers.
Commitment to taking care of the wellbeing and development of your employees along a career path that appeals to them reaps benefits. Employee satisfaction and motivation have a direct impact on the service delivered to customers. If you look after your employees, they will look after your business.
