Ross Miller, of Commercial Services Group, explains their recent UK Wellbeing Barometer surveyed 4,000 employees and revealed a committed workforce, but one increasingly under pressure.
For the public sector, more than three quarters describe their workload as manageable most of the time. However, this often comes at a personal cost. More than 60% regularly work beyond their contracted hours and 62% finish the working day mentally exhausted.
The findings reveal a concern: many employees are maintaining performance by stretching themselves beyond sustainable limits. Staffing shortages and limited access to effective systems add further pressures to already demanding roles.
The long-term implications are difficult to ignore. Nearly one in five say they regularly consider leaving their role because of workplace pressure. At the same time, Acas has reported rising demand for its services, including in complex workplace disputes often linked to organisational change. Against a backdrop of ongoing financial pressures and Local Government Reform, there is a clear need for councils to prioritise workforce wellbeing as a strategic issue.
Our research shows as workloads increase, or access to support and resources decreases, the likelihood of poor wellbeing rises significantly. Encouragingly, the research shows that organisational support has a positive impact, however, it’s not always embedded consistently and employees may not fully understand what help is available.
This raises an important question for council leaders: how visible, accessible and well understood is the wellbeing support available to your workforce?
The benefits are clear. Employees who feel supported are better equipped to navigate challenges, maintain resilience and perform effectively. Managers, meanwhile, have greater access to resources to support their teams and create healthy working environments.
But our findings also highlight that those structural issues need addressing. Lasting improvement requires organisations to work on the root causes through effective workforce planning and resourcing.
Ultimately, improving wellbeing is not just about helping employees cope. It’s about creating workplaces where excessive pressure is less likely to occur in the first place. For councils facing significant change and increasing demand, protecting staff wellbeing will be critical to sustaining a productive, resilient and engaged workforce in the years ahead.
Read the full survey on our website.
Ross Miller is the Commercial Director of HR Connect, part of Commercial Services Group.
Images: Ross Miller and Commercial Services Group
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