Prioritising Mental Health: How Money A+E Supports Employee Wellbeing

A 2023 Gallup World Poll indicates that only 34% of global employees are thriving, while 58% are struggling, and 8% are suffering. That means potentially 66% of your employees are not doing so well. 

At Money A+E, we’ve established a Wellbeing Group consisting of staff members at all levels. This group plays a vital role in developing and driving our wellbeing strategy. Wellbeing, at its core, is about how each person is doing, both personally and professionally. 

To better understand our team’s needs, we conducted an end-of-year survey asking staff how they’re doing, what we could do better to support them, and how we can work together to foster a healthier environment. Our goals include reducing stress and burnout, integrating feedback into our wellbeing strategy, and taking measurable action while sharing our progress transparently. 

We’ve drawn on a variety of approaches to guide our work, including What Works Wellbeing, the Chartered Institute of Personnel Development’s (CIPD) wellbeing framework, and insights from Loretta Pyles’ work on Healing Justice Organizations. 

Our approach encompasses six key areas: 

Health: Focusing on physical and mental health, as well as workplace safety. 

Good Work: Addressing work demands, autonomy, line management, and the quality of the work environment. 

Values and Principles: Upholding leadership ethics, diversity, and a sense of purpose. 

Collective/Social Wellbeing: Encouraging positive relationships and amplifying the employee voice. 

Financial Wellbeing and Rewards: Offering fair pay, benefits, and meaningful recognition. 

Development: Supporting career growth and personal wellbeing. 

As part of this strategy, we’ve introduced initiatives such as vouchers and time off for milestones, celebrated team and individual achievements through an internal newsletter (launching this month), organised regular team lunches, and providing access to counselling services. While this isn’t an exhaustive list, we hope it reflects our commitment to embedding wellbeing into our culture, moving beyond the “tick-box” approach. 

If you’re finding it challenging to support the wellbeing of your team in a meaningful way, we hope these insights inspire you. 

We’d love to hear from you: What steps do you take to support wellbeing in your organisation?