Wellbeing at work

30 October 2019
2 minute
We all know that staff experience matters, with research linking it to a number of business priorities from retention to company success. Although often labelled simply as physical health, the social and psychological components of wellbeing are equally important. It is something every organisation wants (or should want) to achieve in order to ensure their people are maximising organisational success.

Does worker wellbeing affect workplace performance?

More and more companies are acknowledging the importance of health and wellbeing at work in driving success. According to Department for Work and Pensions, employers who focus on health and wellbeing have found increased productivity, improved retention, lower levels of absence and increasing levels of engagement. This leads us to ask: should we shift our focus from employee engagement to health and wellbeing when it comes to workplace performance?

How to measure wellbeing at work

Measurement of wellbeing can often be very subjective, based on intuition and the ability of line managers and HR departments to recognise the behaviours that manifest themselves with high and low wellbeing. However, Thomas has a number of objective ways in which you can measure wellbeing. The Personal Profile Analysis (PPA) assessment explores behavioural preferences, how these are being modified under pressure and how the employee views themselves at work. The psychometric properties of the PPA can uncover whether a person is finding work tough at that time, if they are feeling lost or uncertain, if they are frustrated or struggling with problems, pressures or frustration. Coupled with regular one to one meetings with their manager, these are a good way to measure wellbeing.

How to improve and promote health and wellbeing at work

The answer is quite simple, in order to improve employee engagement and wellbeing at work, an environment and climate needs to be created where employees feel health and wellbeing are being taken seriously. Management needs to be able to tackle difficult conversations and leaders need to have an awareness of their emotional intelligence. CIPD define well-being as ‘creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation.’