The below are some of the areas we believe organisations can focus on to improve workplace wellbeing. While the list is not exhaustive, focus and management of some of these key topics can greatly benefit employees, and by extension, the organisation.
Read on through our important definitions for a high-level understanding on some of the factors we take into consideration when helping you to build your wellbeing strategy. For assistance or support in developing your strategy, don’t hesitate to reach out to any of us here at Health of Business by completing our online form.
Diversity, Equity, and Inclusion (DE&I) broadly outlines the efforts an organisation takes to create a more welcoming environment for people of less-privileged identities.
Organisational commitment describes an individual’s psychological attachment to their organisation. Strong organisational commitment is linked to increased productivity.
Unacceptable behaviours create, or have the potential to create, risk to the business or the health and safety of employees. The Health of Business assessment considers bullying, physical violence, unwanted sexual attention and racism as unacceptable behaviours.
WHO define Burnout as a syndrome resulting from workplace stress that has not been successfully managed. Characterized by three dimensions; (a) exhaustion (b) increased mental distance from one’s job, and (c) reduced professional efficacy.
Poor trust between departments can slow down operations and lead to lower levels of customer service and a reduction in business results.
Trust in senior leadership
Trust in leadership helps organisational change because it can create a collaborative environment where people share their knowledge. Leaders can build trust by making processes fair and transparent, treating people equally, and allocating resources in an equitable way.
Trust in line management
Without trust, employees are more likely to be disengaged, and employee engagement, morale and productivity are likely to decrease.
Employees that feel secure about the future of the company, their role and their contribution to the success of the organisation generally experience higher levels of wellbeing and performance.
Job control is a person's ability to influence what happens in their work environment- this may include work tasks, work pace. Empowering employees and offering autonomy by giving them control over how they approach work can reduce stress and enhance motivation and growth.
Social Support from Colleagues
Social support can lead to higher quality relationships, increased individual performance, and can buffer the negative effects of stressful demands.
Employee job satisfaction considers how satisfied, or content, an individual is with their job.
People regularly feel over exerted when they have excessive amounts of things to remember or when they feel they are multitasking to a large extent. This may lead to exhaustion, concentration issues and burnout.
Work Life Balance
A good work life balance has been found to increase productivity, lower absenteeism, and generally contribute to higher employee wellbeing.
Rewarding and recognizing employees leads to greater employee engagement which increases retention and promotes positivity in the workplace
Employee recognition is the acknowledgment of a company’s staff for exemplary performance. Essentially, the goal of employee recognition in the workplace is to reinforce particular behaviours, practices, or activities that result in better performance and positive business results.
Organisational justice, first postulated by Greenberg in 1987, refers to an employee’s perception of their organisation’s behaviours, decisions and actions and how these influence the employees own attitudes and behaviours at work.
Employee motivation is about the level of commitment, drive and energy that a company’s workers bring to the role every day. Motivation is a key driver of the work that gets done in an organisation.