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Employee Engagement Workplace Wellbeing

When is the right time to introduce wellbeing?

In today’s age of rapid growth, increased automation, and the need to upskill employees, it seems that the only constant is change. New technologies and processes are being implemented constantly, burdening employees with the need to adapt, and HR teams who have to manage it.

“In a world of increasing uncertainty and unrest, employees are suffering from varying and increasing levels of mental ill health. For businesses to perform their best, they need input from healthy, resilient employees.”

Dr David Batman, Consultant Occupational Health Physician and member of the Virgin Pulse Science Advisory Board.

HR Industry Analyst Josh Bersin also notes that in the midst of this extended cycle of economic growth, with constant disruption, an increase in automation and a need to constantly upskill the workforce, employee productivity is falling short worldwide. The gap between high growth and better productivity is the wellbeing of the workforce.

In a hectic business landscape, it’s easy to place health and wellbeing at the bottom of the pile, yet evidence shows that a well-defined wellbeing program can build resilient employees who are equipped to deal with organisational change:

  • 62% of clients surveyed witnessed an improvement in engagement/morale^
  • 75% of organisations realised an improvement in their employees’ productivity^

Focus on resilience

Dwelling on stress and mental ill health can lead to reactionary solutions, such as stress management initiatives. While these can be effective, prevention is the best medicine. With a proper health and wellbeing platform, you can build resilience in the workforce and prevent mental illness before it starts.

And remember, resilience isn’t a trait that people either have or don’t. It involves behaviours, attitudes, thoughts, and actions that can be developed.

What does mental resilience look like?

According to Dr. Batman, a mentally resilient employee can cope with challenging situations and spring back — often succeeding — against what might seem to be insurmountable odds. They may also:

  • Have a positive, optimistic attitude
  • Expect difficulties and challenges but not be fearful of them
  • See problems as opportunities and search for a solution
  • Take a proactive approach to their physical and psychological health
  • Exhibit significantly reduced risk of mental ill health

Read more about dealing with organisational change successfully in this Quick Read.

^ 2017 Virgin Pulse client survey.