In a survey of over 25,000 Australian Youth, two-thirds report that they experience a level of sadness, anxiety or stress that negatively impacts how they study work or live.
The 2018 Skillsroad Youth Census explores the opinions and experiences of youth in Australia, and analyses the relationship between their choices, environments, experiences and wellbeing.
But firstly, what is wellbeing exactly? Wellbeing is a broad term used to describe how ‘good’ our lives are. Having high wellbeing includes both feeling good and functioning well. This involves how we function on a personal level, for example our ability to think clearly, have self-esteem, experience positive emotions and feel optimistic. Wellbeing also encompasses how we function on a social level, such as whether we have positive relationships, engage in prosocial behaviours and whether we are empathetic towards others.
Because wellbeing encompasses both personal and social functioning it therefore also has a significant impact on workplace performance including levels of engagement, our confidence and the ability to bounce back following setbacks. The experience of positive wellbeing is not only the opposite of mental illness, but also includes our satisfaction with our lives and our ability to feel good and function well.
Why is wellbeing important?
As an employer, having employees with high wellbeing will improve your bottom line. Where organisations successfully manage wellbeing, the percentage of engaged employees skyrockets from 7% to 55%. Additionally, creativity and innovation increase from 20% to 72%. Therefore, employee wellbeing has a huge impact on the quality of work being conducted.
Wellbeing is also related to employee health, with high wellbeing associated with a lower risk of physical health problems like heart disease, stroke and common colds, as well as better mental functioning like high levels of resilience, clear goals and low feelings of helplessness. With workers in poor physical and mental health taking up to nine times more sick leave and contributing significantly less productive hours (estimated at 94 less effective hours each month) it is increasingly important to prioritise the wellbeing of employees.
How can workplaces improve the well-being of youth?
The Youth Census demonstrated some key insights into what young people need from employers. In terms of work expectations, over one third of respondents cited a positive and friendly workplace environment as their number one expectation when starting work. This was followed by coaching and mentoring and opportunities for progression. This demonstrates that young people want work to be a place that enhances their wellbeing, rather than detracts from it.
Where youth reported knowing what was expected of them at work their wellbeing was significantly higher. This was also the case for young people who felt supported and cared for in their workplace. When asked about the challenges of working, among the highest reported (behind travel and other) was building relationships with colleagues, which is unsurprising considering that a core component of wellbeing is how we function in social relationships.
This highlights the need for employers to invest in building relationships at work, as we know that young people need workplaces where they know what is expected from them, they feel supported and valued and they have social connections. In order to meet these needs, workplaces should have clear discussions about expectations and engage in open communication, as well as allocate resources to coaching and mentoring young staff and giving praise where appropriate.
Finally, employers should prioritise getting to know their employees and encourage the building of social connections at work, because these are vital to employee wellbeing and employee wellbeing is vital to any thriving business.