Why Defining Wellbeing Matters
Updated: Apr 11, 2019
Employers and employees are placing increasing importance on wellbeing, but does everyone agree on what wellbeing actually means?
Why it matters...
Aiming to increase employee wellbeing is a worthy goal to have, but it's hard to achieve unless there is agreement on what this means. If employers are defining it in a different way to employees this can create misunderstanding. Those misunderstandings can lead to conflict.
If a business seems like it is promising something and does not deliver, or only makes what employees think of as token gestures, then this is going to be worse for employee engagement than doing nothing at all. If employers don't acknowledge the problems and don't promise to improve wellbeing then it might not be ideal, but there is not the same level of expectation. Employees will not get their hopes up and then feel let down or disillusioned because they feel mislead and as if nothing meaningful is being done.
If businesses define what they mean by wellbeing and how they are planning to achieve it, sharing this vision with employees (or better yet, involving them in shaping it), then everyone is working to the same understanding. Employees will know what is being promised and how the organisations they work for aim to achieve this. Provided businesses do then take visible steps to improve wellbeing this is going to be very positive for internal relations, as well as leading to the benefits associated with positive employee wellbeing, such as; increased employee productivity, lower staff turn over, and less sickness absences (more on the benefits of high levels of employee wellbeing here.)
Psyche&Heart can help organisations to define what wellbeing means to them through mental health and wellbeing consultancy.