(Courtesy of HR Daily – www.hrdaily.com.au)

Employers can expect a 300 per cent return on investment from their health and wellbeing programs, but with "managers' minds on other things", it's up to HR and OHS professionals to keep organizations "focused", says Return to Work Matters general manager Cheryl Griffiths.

Wellbeing programs are more important than ever, Griffiths told HR Daily, with stress-rates "soaring" due to the downturn.

When money is tight, she says, managers can be tempted to focus solely on the bottom line, but those that continue to invest in employee wellbeing can expect a healthy return through improved productivity and a reduction in staff turnover, absenteeism and stress claims.

She outlines a number of DOs and DON'Ts for "surviving the recession".

The DOs:

• continue to advocate for best practice OHS and return to work strategies. "There are proven business benefits that come from prioritizing disability management in the workplace";
• promote the cost savings of a healthy lifestyle. Ensure employees realise that regular exercise and cutting back on alcohol and cigarettes will save them money and improve their quality of life;
• encourage a "we're in this together" attitude. "History has shown that when difficult times bring communities closer together, mental health improves";
• communicate planned or potential downsizing or hour-cuts to employees with honesty and sensitivity. "Being upfront and thoughtful will minimize gossip and increase employee trust and goodwill";
• offer stress-management training. "Stress impacts mental and physical health. Stress also contributes to anxiety, depression, workplace accidents and chronic physical problems like heart disease"; and
• prepare for a spike in stress claims if lay-offs are planned.

The DON'Ts:

• don't allow an "us versus them" mentality to develop between management and staff. "If recession stress, fears about job security and productivity pressures cause the workplace to fragment rather than come together, employees' mental health will suffer, impacting on their performance and long term health outcomes";
• don't forget that increased demands for productivity can impact on relationships and morale. "It's all very well to ask employees to be more productive, but remember that such changes almost always cause tension. Unnecessary stress is the last thing the workplace needs mid-recession";
• don't underestimate the impact that job insecurity can have on health. "Studies have shown that job insecurity is as bad for your health as unemployment. Retained employees in recession-exposed industries will feel the heat. Help them cope with it"; and
• avoid a post-recession stress-claims avalanche by keeping an "eye on the ball" of disability management. "Claims numbers usually decrease during recessions but this doesn't mean that injury and illness aren’t occurring. Staff may put off claiming until job security improves."

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