£4 from every £1 spent - confirmed!

I'd like you please to read this from Deloitte:

"Hampson concluded: “Employers are increasingly putting mental health and wellbeing at the heart of their business and providing effective mental health support for their people. The benefits of providing targeted support for employees are clear and compelling. Employers need concrete evidence to make informed decisions about how to invest in workplace mental health programmes and maximise benefits, including financial returns. We hope to inspire employers to take stock of the importance of their people’s wellbeing and mental health and put in place effective interventions to support their people, including working parents.” "

46% of survey respondents have problems juggling family concerns and work. Children face a plethora of pressures carrying labels that parents worry about, causing stress and forcing family prioritisation. Adults live their lives in complicated tumult exacerbated by political and commercial priorities. It's not the same world as it was 100 years ago.

https://www.deloitte.com/uk/en/about/press-room/poor-mental-health-costs-uk-employers-51-billion-a-year-for-employees.html

Elizabeth Hampson, author of the report, is a Deloitte partner. She has drawn findings and conclusions from a number of sources in addition to the 3,156 working adults surveyed;

"Employers will receive £4.70 for every £1 invested. Return for investment (ROI) methodology is based on a literature review of 26 sources published since 2011, which have reported financial returns on workplace wellbeing interventions. Averaging the ROI of these has resulted in the overall figures presented."

There can be no doubt whatsoever that people-centric initiatives are becoming increasingly important as workplaces strive to modernise, retain staff and attract skilled recruits. One of the main complaints I hear from CEOs is that new interns don't know what to expect from an industrial environment and leave shortly after training, costing the company £thousands in regular churn.

This is an unsustainable situation. If British industry wants a future, it must be prepared to work for it, just as it has demanded of its employee base for so long. Leaders have to step up to plates never seen in the working lives of their grandfathers, and learn how to manage people with empathy and respect. You can't just tell them "there's the door if you don't like it," and expect people to stay any more.

As people raise the bar in expectations of cultural commodity, it is the duty of companies to supply the demand. Employees are stakeholders, internal customers, partners and VIPs, according to various terminologies placing importance on those in a company's collective. When the Industrial Revolution came into being, slaves were still part of the economy, in practice if not in name. The management styles that were around then have been die-hard in their temerity, for leaders like to keep things as they are if they possibly can. For many, that meant refusing to account for staff as living humans and allocating numbers to them instead. It has meant the continuation of harsh practice, bullying, resource guarding and discrimination. And now, the world's workforce has enough on its plate without having to give precious time to toxic cultures. You either level up, or you lose out.

You can talk to me about engagement if you're wondering where to start. I'll happily advise you without selling anything - but will ask you to quantify losses and priorities so that I can gain clarity on what you are up against. There is absolutely no time to be lost.

kathy@worldlinetraining.com will reach me fast, or if you want to chat right now you can call me on 07770 583223 - if I'm busy elsewhere I will call you back.

Give your people time to grow - in this new era, it's going to be the only way to win.