by Abbie McCormick

We truly believe that when we experience satisfaction and wellbeing in all aspects of our lives, our contribution to the world is a positive one. This is why we are so passionate about helping businesses to create cultures where people can thrive, grow and feel that their health and wellbeing is considered a priority.

A healthier and happier workforce is ultimately a more productive workforce, so we were delighted to see from the CIPD Health and Wellbeing at Work Survey 2021 that the topic has moved up the corporate agenda for many organisations. We are now seeing a paradigm shift in what was once considered a ‘nice to have’ for workplaces, towards a more committed and strategic approach to integrating initiatives and programmes into the organisational culture.

A question that we are curious about when it comes to encouraging healthy working lifestyles, is are companies doing as much as they can? Using our Be Do Have philosophy, we take a look:

1 – thing – BE (Our thoughts, beliefs, purpose, vision, values, perception, attitudes and emotions)

Put very well in Colleen Reilly’s article in Forbes, “Actual wellbeing is not a “program,” it is not a “topic,” but rather a mindset, ethos, or most successfully a cultural orientation within the workplace.”.

Johnson and Johnson have been praised for their brilliant health and wellbeing culture, that has been a part of their organisation for over 30 years now. Their holistic approach and culture is so deeply rooted into their purpose and vision of the company, that their people are now intrinsically motivated to embrace and prioritise their own wellbeing as a result, and because they genuinely want to.

By investing in the right conditions for supporting healthy wellbeing, Johnson & Johnson have looked after their people, leading to an overall more productive, happier and engaged team.

This is something we can all learn from – see more about this brilliant culture here –

1 thing – DO (Our choices, decisions, behaviours, skills, and actions)

What we DO as an employer speaks volumes for what our core values and beliefs are.

According to the CIPD Health and Wellbeing at Work 2021 survey, the most popular methods of encouraging better wellbeing is to offer health promotion (such as subsided gym membership), employee support (such as access to counselling or employee assistance programmes) and insurance/protection initiatives (such as private medical insurance or dental plans).

Although there has been a significant improvement in the investment and support for wellbeing across businesses, there is still a lot more that organisations can DO in their choices and decisions to continue to make positive change. The most common causes of stress at work is due to volume of work (59%), followed by management style (32%), indicating there is still a way to go to combat workplace stress and mental health.

1 thing – HAVE (Our outcomes, growth and change)

We know from numerous articles and books on wellbeing, that better employee wellbeing has huge overall benefits, including those of growth, productivity and positive change.

The HAVE in our philosophy focuses on the tangible measures from the outcomes, and this is so important when identifying ways to foster a healthier workforce. It’s important to have a clear handle on why there should be a change, what to measure, and how to measure that change. This Forbes article highlights some important ways to measure what you have as a result of a great employee wellbeing initiative.

To really cultivate a culture of health, and create the right environmental conditions to improve employee wellness, it’s about looking beyond what you can do, but looking at how you can start to shift the mindset and motivations of your people to be mindful of their own wellness.

If you prefer listening to an audio summary of the CIPD 2021 Survey, then check out this link.

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