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That is the way you create a sustainable (and efficient) wellness tradition in your organization

It is just as important to evaluate the work environment – these are the perceptions of the employees in everyday life – as well as the corporate culture, because if there are gaps between the two, this is a sign of a "theoretical" work culture that is not really implemented. The exercise.

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August
4, 2021

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This article was translated from our Spanish edition using AI technologies. Errors can occur because of this process.

The opinions of entrepreneurs' contributors are their own.

One of the most common concerns of companies and their employees is to identify which actions or initiatives are capable of creating a culture of wellbeing that is already recognized as a trigger for engagement, innovation and value creation.

It is equally important to evaluate the work environment – that is the perceptions of employees on a daily basis – and the culture of the company because if there are gaps between the two it is a sign of a "theoretical" work culture that is not really implemented will. The exercise.

Each executive's or manager's different perceptions of wellbeing – including their own – should be reviewed as Gympass data shows that 50% of employees believe that executive stress makes them harmful or ineffective at work.

A Bank of America report on Unemployment Benefits for 2020 was one of the first to uncover these changes, as asking employees what contributes most to their work productivity means that mental well-being outweighs physical and financial health.

We are faced with an environment where it is important to assess holistic wellbeing and identify those integrating elements that are efficiently carried across the organization in order to avoid staying on the surface of language or good intentions. The teams will not remember the words and they will remember the actions. If there is a disagreement, it has a direct impact on distrust and a decrease in commitment or a sense of belonging.

Some questions that serve this reflection are:

Do we have clear measures for the benefit of our employees? What are you? Do we have effective tools for the early detection and avoidance of burnout in all areas and at all levels of the company? Have we clearly communicated whether employees have access to platforms or tools that promote their overall wellbeing? Are we promoting the use of wellness platforms or tools with a comprehensive approach (exercise, emotional health, financial health)?

These questions are a trigger for answers that may surprise us due to the variety of approaches around a priority topic for companies and high-performance teams, with an interest in attracting and retaining talent as well as strengthening long-term differentiating characteristics.

Moving this topic onto the business agenda will mean a missed opportunity and financial cost. According to the International Labor Organization (ILO), work stress in economies could mean economic losses between 0.5% and 3.5% of gross domestic product.

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