As we reflect on 2022, we take a look at the new office working week and the benefits that coaching brings for those working remotely
Since the pandemic, the way we work has changed dramatically. With the majority of businesses and employees forced to operate remotely, we’ve seen a shift in attitudes toward working from home and its benefits, both for business and employee wellbeing. And it’s fair to say that things have changed a lot over the last few years here at Happiful, too.
As we enter a new year and look back at 2022, one trend that stands out is the idea of the ‘new office working week’, but what exactly is it? Recent research has revealed that a typical working week in the office now runs from Tuesday to Thursday, with many of us opting to work from the comfort of our own homes on a Monday and Friday - perhaps in an attempt to drag our weekends out for as long as possible.
With just 13% of people heading to the office for the last working day of the week, it’s clear that Thursday has become the new Friday, but what impact does this have on our wellbeing, and is it here to stay?
Aside from the obvious benefits like saving money on transport, whether that’s on fuel or train fares (this being particularly valuable in the current cost of living climate), there are a number of wellness and business benefits to hybrid working. It’s worth noting, however, that this approach to work doesn’t suit everyone, nor is it practical for all professions.
Let's take a look at some of the advantages of working from home:
Increased productivity
Whilst some people can struggle to find the motivation to work from home, for many, it can actually increase productivity as there are fewer distractions from the often trivial office matters. Home working means we can have total peace and quiet so that we can really focus and be present with our work. To add, many businesses are now adopting ‘flexible hours’, meaning you can work at times that best suit you and when you’re most productive.
Work/life balance
For those of us trying to balance work with busy family life, remote working gives us that extra chunk of valuable time that we’d typically spend commuting to be with our loved ones. What’s more, it allows more time to get things done around the home, attend appointments, etc. meaning you can really relax into your evening and recharge, ready for the following day.
The added ability for employees to have more autonomy and freedom in deciding how they plan their working day creates more trust between them and their employers, increasing job satisfaction.
Not only does hybrid or fully remote working cut down on transportation costs, but it also reduces your carbon footprint. Whilst doing your bit to help the environment, you’re also contributing towards a greener future.
Employee engagement
The global media company,
Make fun the star of the party this year
While covid is sadly far from gone, life is returning to ‘normal’ for many. This includes some returning to the office and workplace social events coming back. Keen to reconnect with colleagues and celebrate the festive season, it’s no surprise that Christmas parties are high on the agenda at work.
Also high on the agenda for some is alcohol, with many social events at work revolving around bars and drinking. Workplace drink culture is rife within certain industries, making it feel like you need to join in to progress in your career.
To change this requires a full culture change at work, which sounds daunting, but perhaps it can start with a small action. Celebrating the festive season with activities that don’t centre alcohol could be an incredible first step.
Not sure where to start? Here are some ideas to get you started.
1. Ice skating
Definitely an activity that benefits from sober participants, ice skating is a fun way to come together, have a go at something new and indulge in all those festive feels. After your skate you can find a spot to grab a hot chocolate and catch up with your colleagues.
2. Christmas markets
An activity the Happiful team recently enjoyed and one we can highly recommend is a trip to a Christmas market. Sure, mulled wine and ciders are likely available, but so are hot chocolates, coffees and other non-alcoholic tipples. Take a wander around the stalls, enjoy a tasty snack (our team went for crepes and churros!) and soak up the atmosphere.
3. Pawsitive cafe
Got some office dogs who want to join the festive fun? Try the Pawsitive cafe in Notting Hill (or your own local dog-friendly cafe). Pawsitive cafe in particular is not only welcoming of pups, it’s designed with mental wellbeing in mind too. From the positive affirmations and decor to the therapeutic activities on offer (including decorating tree ornaments) it’s bound to spark joy for all.
4. Wreath making
Another activity coming up on Happiful’s calendar (we’re spoiled, what can we say) is wreath making. This is a fun and creative way to spend an afternoon with colleagues and you get to leave with a beautiful wreath to hang on your door.
5. Cookery class
If crafts aren’t your thing, what about a cooking or baking class? You could learn to make your favourite festive treat, gather round afterwards and eat your creations while sharing reflections on the year with your team-mates. Delicious.
6. Volunteering day
Keen to support others this festive period? Organising a work volunteer day could be a lovely way to do it. You could support a local cause, spend time creating care packages, host a charity drive to raise money or send presents to those in need. Take a look at Reach Volunteering for more ideas.
7. Escape room/murder mystery party
For teams who love a good brain-teaser, why not head to an escape room or host a murder mystery party? This is a great way to get everyone involved in a unique celebration you’ll be talking about f
We’re sharing some free financial wellbeing resources to support you through this period of economic uncertainty, including EAPs and how to access them
The cost of living is on the rise and financial hardship is placing a burden on our mental wellbeing. Managing finances can cause stress for many people; trying to balance the cost of energy bills, rent or mortgage repayments, whilst many are having to decide between heating and eating.
Recent announcements are all the more confusing, worrying and, quite frankly, tiring. However you’re feeling right now, know that you are not alone. Below, we examine the benefits of EAPs - including what they are and how you can access them - as well as some additional support systems and free financial wellbeing resources.
What are EAPs?
Employee Assistance Programmes (EAPs) are a type of employee benefit that many employers offer their staff. In an effort to minimise lower levels of productivity, EAPs are designed to help staff with personal problems that could impact their performance, physical and mental health, and wellbeing.
Generally, EAPs provide services such as face-to-face, online or telephone counselling and expert support for employees and their immediate families. The service is provided for little to no cost and is confidential.
While EAP schemes used to be predominantly for issues such as alcohol or substance misuse and family problems, they now often cover a broad range including legal problems, wellness advice, stress management and financial concerns, which makes them a useful resource during the cost of living crisis.
According to People Management, almost all businesses nowadays have an Employee Assistance Programme in place, but only an average of 5% of employees are utilising them.
Whilst EAPs provide a number of benefits to companies, including reduced absenteeism and higher productivity, their key benefit lies in the ability to promote wellness and help employees through personal challenges.
How can EAPs help during the cost of living crisis?
The Reward and Employee Benefits Association (REBA) outlines four ways in which EAPs can support people during the current cost of living crisis.
1. Providing financial information and support
EAPs are available 24/7 and are there to provide unbiased advice and support for those struggling with finances. They can be especially useful in our society where we still struggle to have open and honest conversations about money, particularly with our employers. Having access to an EAP means individuals are able to find the support they need in confidence.
2. Offering financial help
Whilst some companies are offering bonuses to their staff to help them through the toughest period of the crisis, many businesses are also affected by the economic downturn. EAPs often offer employees benefits such as discounts and vouchers for retailers and groceries, which can go some way to supporting those struggling to feed their families.
3. Access to mental health services
As financial stress has been known to increase anxiety and Read more
We explore some myths around dyslexia and the strengths of dyslexic thinking
Many of us know dyslexia as a learning difference, something that typically affects reading and writing. And while this is true, this is only part of the picture. Dyslexia affects the way we process information, including what we see and hear as well as organisational skills. There are also strengths to be found, particularly in design, problem-solving, creative skills and communication skills.
These skills can often be overlooked, however, “Because our brains process information differently, we sometimes struggle with certain things that others may find easy.” explains Kate Griggs, author, and founder and CEO of charity Made By Dyslexia. “These things are often the skills that we are assessed on, or which people generally link to intelligence.”
“This can make us feel as if we’re not as smart as others, and it can make others think that, too. For example, 89% of dyslexics struggle with spelling and grammar, but we are often brilliant writers and communicators.”
Kate notes that when spelling or grammar mistakes are made, others can be quick to highlight it, calling out those with dyslexia as ‘careless’. “It’s hardly surprising that three out of four dyslexics hide their dyslexia from their employers.”
When people focus on these areas, it’s easy to miss the skills dyslexic thinkers can bring, especially in the workplace. “Dyslexic thinking skills are the soft skills that every workplace is looking for,” explains Kate.
Dyslexic thinking skills are the soft skills that every workplace is looking for.
Kate GriggsDictionary.com defines dyslexic thinking as ‘an approach to problem-solving, assessing information, and learning, often used by people with dyslexia, that involves pattern recognition, spatial reasoning, lateral thinking, and interpersonal communication’.
Kate's charity, Made by Dyslexia has produced two reports with global organisation EY that map dyslexic thinking skills with the World Economic Forum’s top 10 skills for the future. Based on these reports, LinkedIn has now added dyslexia thinking as a skill.
“Research shows us that the top 10 skills needed in the workplace are dyslexic thinking skills. Made By Dyslexia’s Dyslexic Dynamic Report with Manpower found that, by 2025, half of jobs will be done by machines, and the half that will be done by humans, require dyslexic thinking skills, concluding that dyslexic thinking can fill the global skills gap.”
Kate shares that dyslexia makes people very good at certain things, and very bad at others which means many discover their dyslexic thinking skills early. This leads to lots of practice, making those with dyslexia experts.
“For us to lean into our superpowers and delegate our
The current economic crisis has seen many people turn to their careers to try and offset some of their financial difficulties. We asked Mental Health First Aid England what employers can do to help
Britain is facing the highest rate of inflation since the 1980s and, whilst we’ve seen promises of energy price caps and ‘levelling up’, there is still a great deal of uncertainty among us. As the cost of living rises, many people are being forced to consider changing their careers, upping their hours, or even getting a second job to try and offset some of the financial difficulties they may be experiencing.
With this in mind, we reached out to Simon Blake OBE, Chief Executive of Mental Health First Aid England, to ask what employers can do to support their employees’ financial wellbeing.
What steps can employers take to support employees' financial wellbeing?
As an employer, it is important to remove the stigma regarding financial issues so that employees do not suffer in silence and can access the support available to them. Research from a Wealth at Work survey found that 14% of UK adults say that financial worries make them feel embarrassed, rising to 23% of 18 to 34-year-olds.
As a nation, we might not feel terribly comfortable talking about our finances but, if we remove the stigma of talking about financial insecurities and worries, we can start to create plans to alleviate financial concerns and promote mental wellbeing. Here are a few top tips on how to remove the stigma of mental health in the workplace:
1. Deploying Mental Health First Aiders (MHFAiders®) in the workplace
The role of a MHFAider® is to be a point of contact for an employee who is experiencing a mental health issue or emotional distress. The MHFA course teaches people how to spot the early signs of poor mental health, including the warning signs of common mental health crises.
Research from The Royal College of Psychiatrists shows one in two adults with debt experience mental health issues, and over 100,000 people in England every year attempt to take their own life whilst struggling with debt. MHFAiders are trained on how to approach the person, listen and communicate non-judgmentally and then signpost to relevant support. This interaction could range from having an initial conversation to supporting the person to get appropriate help.
2. Focus on flexibility
There are individual and business benefits to some face-to-face interaction and, whilst at MHFA England I am keen for my teams to be in the office once a month for our all-staff meeting, I am also aware of the cost of travel. Keeping mandated office days to a minimum and providing lunch for everyone, I hope goes some way to mitigating some of the costs. We also have a policy of flexi or condensed hours which can help our employees avoid peak travel costs.