Health & Wellbeing

Health & Wellbeing is a key area within the workplace that has been a major focus within many Organisations over recent years. Wellbeing is a keyword in the World Health Organisation’s definition of health as ‘a complete state of physical, mental and social well-being and not merely the absence of disease of infirmity’ (WHO, 2012). 

A healthy workforce is a prerequisite for sustainable development and innovation, along with social wellbeing and engagement. Risks at stake may include presenteeism; absenteeism; loss of productivity and profit within the Organisation as well as loss of solidarity, equity and affinity.

Health & Wellbeing

Health & Wellbeing is a key area within the workplace that has been a major focus within many Organisations over recent years. Wellbeing is a keyword in the World Health Organisation’s definition of health as ‘a complete state of physical, mental and social well-being and not merely the absence of disease of infirmity’ (WHO, 2012). 

A healthy workforce is a prerequisite for sustainable development and innovation, along with social wellbeing and engagement. Risks at stake may include presenteeism; absenteeism; loss of productivity and profit within the Organisation as well as loss of solidarity, equity and affinity.

Personal Resources

The Physical and Psychosocial aspects of working environments can influence the abilities of the workforce to manage their own Wellbeing and maintain their own ‘Personal Resources’. These may include sense of efficacy; resilience; confidence; mental health; productivity; engagement as well as the quality and density of the support they believe is available to them. Those Personal Resources are affected by both work and non-work related factors. Delivering a suitable program designed to enhance Health & Wellbeing in the Workforce in an effective and efficient manner is key in order to attend to both individual and environmental influences.

Common
“Pain Points”

Many Human Resources (HR) teams have common ‘pain points’ which may include: 

  • Staff retention
  • Staff recruitment/ Standing out from others 
  • Staff engagement
  • Promoting Healthy workforce (Physical & Mental Health/ Wellbeing)
  • Staff Presenteeism/ Absenteeism
  • Productivity
  • Social Collaboration 
  • Providing appropriate training/ support to those who need it
  • Promoting Organisational Culture (caring; supportive; engagement; sustainability; innovation)

Common
“Pain Points”

Many Human Resources (HR) teams have common ‘pain points’ which may include: 

  • Staff retention
  • Staff recruitment/ Standing out from others 
  • Staff engagement
  • Promoting Healthy workforce (Physical & Mental Health/ Wellbeing)
  • Staff Presenteeism/ Absenteeism
  • Productivity
  • Social Collaboration 
  • Providing appropriate training/ support to those who need it
  • Promoting Organisational Culture (caring; supportive; engagement; sustainability; innovation)

Employee Wellbeing Practices

The Chartered Institute of Personnel & Development (CIPD, 2018) has indicated that good leadership and people management practices form the foundations of building a healthy workplace, with every employer needing to focus their attention on these areas if they want to make a long-term and sustainable difference to people’s well-being. 

We appreciate that the HR profession is likely to have a pivotal role to play in steering the Health and Well-Being agenda across Organisations by ensuring that Senior Managers regard it as a priority, and that Employee Well-Being practices are integrated in their Organisation’s day-to-day operations. We understand that many HR professionals will have the strategic vision to embrace Health and Wellbeing as a holistic practice that should be aligned to Corporate goals, whilst appreciating the significant benefits that can be realised from such an approach.

“Spiritual” Health

The aspect of ‘spiritual’ health being included within a Wellbeing program refers to an individual’s sense of meaning and purpose in life which are often not included in Health & Wellbeing Programs, however, at ErgoFit we recognise this as being an important and valuable sector within the Workforce.

Research indicates that Organisations which offer ‘Wellness Programs’ to their Workforce were able to demonstrate more positive attitudes of employees towards their job roles as well as a higher job satisfaction. These factors were linked with lower stress levels; lower absenteeism; higher productivity and improved employee motivation.

Promoting social and work engagement can not only impact on reducing stress and improve productivity, but also provide a Workforce with higher levels of social integration which in turn improves mental health. Engagement across the Workforce is a key element that is vital to achieving more lasting happiness.

“Spiritual” Health

The aspect of ‘spiritual’ health being included within a Wellbeing program refers to an individual’s sense of meaning and purpose in life which are often not included in Health & Wellbeing Programs, however, at ErgoFit we recognise this as being an important and valuable sector within the Workforce.

Research indicates that Organisations which offer ‘Wellness Programs’ to their Workforce were able to demonstrate more positive attitudes of employees towards their job roles as well as a higher job satisfaction. These factors were linked with lower stress levels; lower absenteeism; higher productivity and improved employee motivation.

Promoting social and work engagement can not only impact on reducing stress and improve productivity, but also provide a Workforce with higher levels of social integration which in turn improves mental health. Engagement across the Workforce is a key element that is vital to achieving more lasting happiness.

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