Retention and wellbeing in the workplace are more interconnected than ever…

According to the Thriving at Work report, poor mental health results in the loss of 300,000 employees annually in the UK alone, costing the economy an estimated £99 billion each year.

So, it’s no surprise that businesses that prioritise employee mental health enjoy higher retention rates and productivity.

Is your organisation struggling with mental health-related employee attrition? Or do you just want to do more to support your employees?

This guide offers six actionable strategies to help your organisation improve workplace wellbeing and retain top talent.

1. Improve manager awareness and mental health signposting.
2. Introduce meaningful mental health and wellbeing initiatives.
3. Schedule and stick to regular check-ins.
4. Invest in personal development sessions.
5. Make Mental Health First Aid training a priority.
6. Support employees with self-help (in and out of work).

Why mental health strategies are crucial for retention and wellbeing

As well as being the right thing to do, supporting employee mental health is also a strategic imperative.

Research shows that happy, focused employees are more productive and likely to stay with their organisation.

But, unfortunately, many businesses fail to prioritise mental health effectively:

• 41% of employees who experienced poor mental health in the past year identified work as a contributing factor.
• The cost of mental ill health to businesses has risen by 25% since 2020, largely due to increased employee attrition.

The good news is that, by addressing mental health proactively, you can create a thriving workplace culture that reduces turnover and enhances employee satisfaction.

6 essential tips for retention and wellbeing in the workplace

Implement these strategies to improve employee wellbeing and improve retention as a result.

1.      Improve manager awareness and mental health signposting

Managers play a pivotal role in fostering a supportive work environment.

However, according to the Chartered Management Institute (CMI), less than a third of managers (31%) feel equipped to manage mental health in the workplace.

Here’s how to change that:

• Start with education: Offer workshops on recognising signs of burnout and creating open lines of communication.
• Conduct anonymous surveys: Use regular employee surveys to understand employee challenges and identify areas for improvement.
• Provide resources: Ensure managers are educated on the best resources available, including online mental health toolkits and local counselling services they can signpost to.

2.      Introduce meaningful mental health and wellbeing initiatives

Make your mental health support proactive, not reactive.

Preventative strategies are easy to implement and help to create an environment where employees can thrive.

These can include:

• Walk-and-talk lunches: Encourage employees to step away from their work and connect outside of the office.
• Friday success celebrations: Take the time to celebrate everyone’s achievements and focus on the positives.
• Wellness apps: Provide access to apps that offer mindfulness exercises, healthcare benefits, or fitness incentives.
• Wellness Wednesdays: Give employees an extended lunch break once a week so they can focus on self-care, socialising, relaxation, or exercise.

Be sure to involve employees in the decision-making process to align initiatives with their needs and preferences.

3.      Schedule and stick to regular check-ins

Implement regular one-on-one meetings between employees and managers.

Consistent check-ins offer numerous benefits, especially for hybrid or remote teams.

These include:

• Early intervention: Spot warning signs of stress or burnout before they escalate.
• Increased engagement: Employees feel valued and aligned with company goals.
• Improved morale: Frequent communication fosters trust and openness.

Remember, just because you have scheduled catch-ups doesn’t mean you can’t touch base at other times. Combine scheduled sessions with spontaneous touchpoints to maintain connection a address concerns in real time.

4.      Invest in personal development sessions

Boost employee confidence and resilience by investing in their personal development, equipping them to handle workplace challenges.

Here’s how to empower your employees and demonstrate your commitment to their professional and personal growth:

• Development sessions: Host workshops or invite speakers specialising in topics like mental health, resilience, and diversity.
• Work Kind: Partner with organisations like Work Kind, which provides corporate speakers who tackle essential workplace topics.
• Growth mindset: Encourage team participation in growth mindset or leadership training.

5.      Make Mental Health First Aid training a priority

Mental Health First Aid (MHFA) training  equips employees and managers with skills to support mental health challenges.

Ideal for management and volunteers in your teams, Mental Health First Aid training teaches essential skills in:

• Prevention: Recognising early signs of mental health struggles.
• Early intervention: Provide immediate assistance to those in need.
• Signposting: Guide employees to appropriate resources for long-term support.

Regular MHFA training ensures your workplace is prepared to handle mental health issues effectively, fostering a safer and more supportive environment.

Check the website to find upcoming sessions that suit you.

6.      Support employees with self-help (in and out of work)

Not everyone is used to looking after themselves.

You can encourage employees to practice self-care by sharing tools and resources such as:

• Healthy recipes: Promote better nutrition and a healthy lifestyle.
• Mindfulness exercises: Help employees manage stress.
• Podcasts and books: Provide inspiration and growth opportunities.
• Group sharing: Create spaces for employees to exchange self-care tips.

Simple conversations can also make a difference. If an employee seems off, ask “how are you doing?” or “is there anything from the weekend that’s affecting your Monday?”

The cost of ignoring retention and wellbeing

Failing to address workplace wellbeing can to lead to significant costs:

• Financial impact: Replacing an employee costs 6-9 months of their annual salary.
• Reputational damage: High turnover can harm your employer brand, making it harder to attract top talent.

Investing in mental health strategies is not only cost-effective but also builds long-term loyalty and satisfaction among employees.

Future of mental health in workplaces

As younger generations enter the workforce, mental health and wellbeing will become even more critical.

According to the 2020 Deloitte Global Millennial survey, 48% of Gen Z and 44% of millennials feel stressed all or most of the time. This is largely due to concerns about finances, job security, the future, and so on.

These generations, which already outnumber Gen Z and Baby Boomers in the UK workforce by more than three to one, prioritise workplaces that align with their values, including supporting work-life balance an addressing mental health proactively.

By addressing these needs proactively, employers can better attract, retain, and support these key workforce demographics. It’s all part of establishing a strong employer brand.

FAQ: Retention and wellbeing

• What is the impact of employee wellbeing on employee retention?

Employee wellbeing directly influences retention. When employees feel supported, valued, and mentally healthy, they are more likely to remain engaged and committed to their roles. Poor wellbeing, on the other hand, can lead to burnout, dissatisfaction, and ultimately higher turnover rates.

• How does work-life balance affect employee retention?

Work-life balance is a critical factor in retention. Employees who can effectively balance their professional and personal lives tend to experience lower stress levels and higher job satisfaction. Offering flexible work arrangements and respecting personal time can significantly improve retention.

• Why is retention of staff important?

Retention is vital for several reasons: it reduces recruitment and training costs, maintains organisational knowledge, and fosters a stable, experienced workforce. High retention also boosts employee morale and enhances the overall culture of the organisation.

• Benefits of staff retention? 

Staff retention significantly reduces costs, improves team morale, and enhances an organisation’s reputation, making it easier to attract and retain top talent.

Ready to build a thriving workplace?

At The Advocate Group, our expertise ensures you find the right talent for your teams, while fostering a culture or retention and wellbeing.

That’s why 96% of the people we place stay with that organisation for at least 12 months.

Contact us today for tailored recruitment solutions or to learn how we can support your mental health strategies. Together, we can build a workplace where everyone succeeds.

Need immediate support?

And, if you or someone in your organisation needs help, check out the resources below:

• Samaritans: 116 123 (Samaritans)
• Mind Infoline: 0300 123 3393 (Mind Infoline)
• Anxiety UK
• Depression UK
• Bereavement Advice Centre