Are Your Employees Flourishing? Well-being as a Retail Imperative

Think of a pressure cooker. You load it up with ingredients, seal the lid, and crank up the heat. It's great for whipping up a quick meal, but what happens if you leave it on too long? Disaster, right?

That's what the retail environment can feel like for our employees. The pressure to meet targets, the stress of dealing with customers, the constant demands on their time – it's a recipe for burnout. And when your employees are stressed and overwhelmed, the whole business suffers. We need a release valve, a way to manage the pressure, before things boil over...

Think about it: what’s the first thing that springs to mind when you consider the success of your organisation? For me, it's people. And those people need to be healthy, happy and engaged. We need to think of employee well-being as an asset.

So, let's get into it.

Workplace Culture: The Link Between Well-being and Performance

Retail can be a tough gig. Long hours, demanding (sometimes obnoxious!) customers, and the constant pressure to perform can take a real toll. A toxic culture can break even the strongest of people. This is something I find so often and that can be changed with some simple steps.

A positive workplace culture, on the other hand, creates an environment where employees feel valued, supported, and empowered. It's a culture where they can bring their best selves to work, contribute their ideas, and feel a sense of belonging. And when employees feel good, their performance naturally improves. It's a virtuous cycle.

But don't just take my word for it. The stats tell a powerful story.

The Reality Check: Stats Don't Lie

Let's look at some hard truths. These statistics paint a worrying picture (Sources: “Makeshift” and “Retail Trust”). It's a call to action for all of us.

• A staggering 2 out of 5 retail workers say their mental health has declined over the last year.

• 1 in 4 report high on-the-job anxiety.

• A deeply concerning 41% of retail workers say stress from customers has made them cry.

• 31% of retail call center staff have missed work due to poor mental health.

• An alarming 71% of retail employees said mental health issues are causing them to underperform at work.

• 67% of retail staff reported increased anxiety in 2024, up from 63% in 2023.

• 58% of retail workers experienced poor sleep in 2024, compared to 53% in 2023.

• 44% of retail workers cited the rising cost of living as significantly affecting their mental health.

And let's not forget those working from home or in hybrid roles:

• However, 30% of homeworkers report an increase in their working hours, while 60% feel less connected to colleagues.

• And 30% have found it difficult separating their home lives from their work lives.

These aren't just numbers… They are people. Our people. The backbone of our businesses. And they're struggling. It's time to do something about it.

Retention Rates: Happy Staff Stick Around

Think about the cost of employee turnover. It's not just the expense of recruiting and training new staff. It's the loss of institutional knowledge, the disruption to team dynamics, and the impact on customer service.

Well-being initiatives are a strategic investment in your workforce. When employees feel valued and supported, they're more likely to stay with your company. And that translates to lower turnover rates, reduced costs, and a more stable and experienced team.

Best Practices: Turning Good Intentions into Reality

So, what can you actually do? Here are a few ideas to get you started:

Prioritise Mental Health Training: Equip managers and staff with the tools to recognise and respond to mental health issues. Mental health first aid courses can be incredibly beneficial.

Promote Flexible Working: Where possible, offer flexible working arrangements to help employees balance their work and personal lives. Consider the benefits of hybrid or remote working options.

Encourage Open Communication: Create a culture where employees feel comfortable talking about their challenges and concerns. Regular check-ins, team meetings, and anonymous feedback channels can help.

Invest in Well-being Resources: Offer access to employee assistance programs (EAPs), counselling services, or online well-being platforms. Consider providing resources on topics like stress management, mindfulness, and financial well-being.

Recognise and Reward Effort: Acknowledge and appreciate the hard work of your employees. Simple gestures like a thank-you note, a public acknowledgement, or a small bonus can go a long way.

Promote Work-Life Balance: Encourage employees to take breaks, use their holiday time, and disconnect from work outside of office hours. Lead by example and demonstrate a healthy work-life balance yourself.

Focus on Physical Health: Encourage physical activity by offering gym memberships, organising team sports, or providing access to healthy snacks and drinks.

In-Store Support: Implement regular breaks during shifts, provide comfortable rest areas, and encourage peer support groups. Ensure adequate staffing levels to reduce workload stress.

Review Policies: Check your policies. Are staff given the right breaks? Are they paid fairly? This can often be overlooked.

Acknowledge key calendar moments: Encourage staff to take time off when they need it.

These are just a few ideas to get you started. The key is to tailor your well-being initiatives to the specific needs of your workforce and to continuously evaluate their effectiveness.

Well-being is Key

We (Nicholas Alexander) understand that well-being is a critical factor in attracting and retaining top talent. That's why we take a holistic approach to candidate selection.

When we're working with clients to fill executive positions, we don't just focus on skills and experience. We also look for candidates who are resilient, adaptable, have a high emotional intelligence and are able to manage their own well-being. And we advise our clients on how to create a workplace culture that supports the well-being of their entire team.

We also appreciate that the right work environment is key. We ensure we carefully match employee needs with employers who can offer what they need.

Employee well-being is more than a HR issue, it's a strategic imperative that has to be engaged by leadership. By investing in the well-being of your workforce, you can create a more engaged, productive, and resilient team. And that's good for your employees, good for your business, and good for the retail industry as a whole.

Let's work together to make well-being a top priority.