Summary notes from the Slides:
The Link Between Wellbeing & Engagement
“Employee engagement is closely tied to health and wellbeing” … “A mounting body of evidence strongly suggests wellbeing is an essential aspect of engagement” – HR Magazine
The Business Costs of Stress
UK Labour Force Survey (LFS) 2015/16:
Total number of working days lost due to work related stress, depression or anxiety was 11.7 million days.
Stress accounted for 37% of all work related ill health cases and 45% of all working days lost due to ill health.
People at work may not be ‘chronically stressed’ (that you can tell) — however: a constant stream of micro-stresses deplete individual engagement and performance.
But are Wellness Programs worth it?
Most definitely — if they’re done right. And it can be quite straightforward without requiring big budgets.
Wellness Programs Directly Support Engagement
Head of Hay Group Insight Sam Dawson found 82% of employees scored above the norm for engagement when the organisation “demonstrated care and concern” for employee wellbeing.
Of those who said the organisation did not show care and concern, only 29% were rated as engaged.
Achieving maximum employee engagement does not come from salary or from setting performance objectives.
It comes from genuinely supporting their wellbeing and work-life satisfaction on a personal level.
Recommendations for Employee Experience published by Accenture in 2016 can be summarised as:
- FLEXIBILITY: Giving flexibility and diversity in agile project teams.
- PURPOSE: Connecting employee’s work to broader operations and strategy.
- DEVELOPMENT: More informal and experiential on-the-job learning, coaching and real-time feedback.
Shift the strategic focus from ‘maximising worker performance’ to ‘supporting individual wellbeing’.
How are we currently supporting employee wellbeing and work-life satisfaction in terms of flexibility, purpose and development?
- Flexibility: workload and environment, collaborative culture, and autonomy — to ‘feel more human’.
- Purpose: psychological satisfaction of contributing to meaningful company objectives — to ‘feel valued and appreciated’.
- Development: learning and training opportunities based on employees personal career development goals — to ‘feel like I’m progressing’.
What to do next:
Before selecting any specific Wellness initiatives we recommend assessing staff using the Employee Experience for Resilience Index:
See our SlideShare: