On day 2 of our LOVE your employees campaign, we’re going to share some valuable insights into employee well-being.
Research* reveals that companies that do not invest in employee well-being are most certainly missing out, as high levels of employee well-being can boost employee satisfaction, teamwork, productivity, and even improve a company’s bottom-line. To give your well-being programme the best chances of success, the researchers suggest applying some guiding principles:
Adopt a holistic approach well-being; one that encompasses physical wellness, mental wellness and social wellness. Also, remember that well-being extends beyond the time the employee spends working, so think about how you can contribute to well-being in the employees’ communities
Measure the impact of well-being. According to the research, on a 10-point scale, employees with excellent physical wellness have an overall well-being score of 6.66. Employees with excellent social wellness have an overall well-being score of 7.21. And employees with excellent mental wellness have an impressive overall score of 7.76. Employees that rank ‘excellent’ in all three wellness categories average a well-being score of 8.14, compared to an average score of 5.74 for those who don’t rank ‘excellent’ in any category. These figures go to show the importance of the holistic approach!
- Share the love! When employees feel appreciated and report being appreciated often they rate higher overall well-being scores both inside and outside of work. Employees who receive recognition often or always, score 7.2 (average) on overall well-being. Conversely, those who are rarely or never recognised at work only score a 5.36
If you’re still in doubt, the findings of the research on the impact of high levels of employee well-being might change your mind:
• Individual productivity rises nearly 20%: contributors with ‘poor’ well-being only produce 64% of possible work output, while those with ‘excellent’ well-being produce a whopping 83%
• On average, employees with ‘good’ or ‘excellent’ well-being plan to stay at their organisations two years longer than peers with ‘poor’ or ‘average’ well-being scores
So, do you invest in employee well-being? If not, why not? If yes, are you doing the right things?
*The O.C. Tanner Institute surveyed over 2,000 employees from different generations, positions, and industries around the globe to answer questions about their well-being.
This article includes content from an article by David Sturt and Todd Nordstrom published in Forbes.com