The Employee Wellbeing Pillar
This pillar focuses specifically on the mental and physical wellbeing of your employees, and whether or not the current cultural provides the right environment for both individuals and the organisation to grow and excel. It looks at areas including collaboration, humility, trust, engagement and integrity.
The Individual Assessment Points
3.01 - Mental Wellbeing
3.02 - Inclusivity
3.03 - Communication
3.04 - Integrity
3.05 - Motive
3.06 - Collaboration
3.07 - Humility
3.08 - Balance
3.09 - Physical Wellbeing
3.10 - Joy
3.11 - Leadership
3.12 - Empowerment
3.13 - Recognition
3.14 - Development
3.15 - Engagement
3.16 - Respect
3.17 - Trust
The Importance For Your Organisation
Mental Wellbeing
One of the most crucial areas for an organisation to focus on is the mental and emotional health of employees. Improvements can be made through the likes of supportive policies, benefits and a positive work environment.
Ultimately if an organisation seeks to reduce stress levels and lower the risk of depression and anxiety, it is essential they invest time and resources in the mental wellbeing of their employees.
Inclusivity
Whether or not an organisation actively promotes diversity, equality and inclusion within the workplace will play a huge role in whether their employees feel respected, valued, and empowered.
An organisation that seeks to provide a working environment and company culture where everyone feels comfortable to share their views and beliefs is an organisation that recognises the importance of inclusivity.
Communication
Whether the organisation has established transparent and open communication channels between management and employees plays a pivotal role in how effective communication is within the workplace.
Areas including problem-solving, efficiency and innovation are all areas that are impacted by the levels of communication within an organisation.
Integrity
Whether or not an organisation demonstrates that at all levels of seniority, employees speak the truth, take responsibility, show respect and can be trusted and relied upon are all key factors in whether integrity is something lived out within the organisation.
Integrity goes hand in hand with other assessment areas such as humility, leadership and trust.
Motive
Whether or not an organisation has established a culture where any actions or decisions made are built upon genuine, ethical and positive intentions is intrinsically linked to the level of morality within the organisation.
Motives demonstrated by employees at every level should align with any brand values that have been established for the organisation.
Collaboration
Whether or not an organisation fosters a working environment where collaboration is key, within departments and across departments, has a significant impact on whether the organisation is fostering a people-centric philosophy.
A big part of this involves determining whether there is any competition between employees or departments, for any reason.
Humility
Whether or not an organisation employs people at all levels who don’t believe they are any better than anyone else will underpin whether there is true humility running through the organisation.
Humility is the absolute opposite of pride, and pride, particularly at a leadership level, is often one of the most challenging cultural influencers to change – but it can be done!
Balance
Whether the organisation supports employees in balancing their professional and personal lives, which can include flexible working hours, remote work options and adequate leave policies, plays an important role in whether employees are living a balanced life or not.
Most people spend a large percentage of their waking hours each week at work, and if there isn’t the right balance in their life, this can lead to burnout and mental health issues.
Physical Wellbeing
Assessing whether an organisation knows the importance of our physical wellbeing, and whether they actively seek to encourage their employees to look after the health of their bodies, will help determine whether the organisation is truly paying attention to what impacts employee performance.
Reducing levels of absence and sick leave are metrics which relate to the physical wellbeing of employees.
Joy
Whether or not a organisation recognises that it is important for their employees to be happy within the workplace will go a long way in determining what kind of atmosphere there is within the workplace.
Businesses that seek to establish a deeply enjoyable working environment will very likely employ people who look forward to coming to work each day.
Leadership
Does the organisation have leaders in place who truly epitomise the values of the organisation and provide inspiration to their team to become the very best they can be?
Leadership plays an absolutely integral role in the employee wellbeing within an organisation, and often there can be people in leadership positions who currently lack the appropriate people skills to flourish in their role.
Empowerment
Does the organisation encourage employees to take initiative and think innovatively, making decisions and contributing ideas? By doing these things the organisation will be increasing their employees level of engagement and sense of ownership.
No matter what level of seniority an employee is, they should never be made to feel inferior or that their ideas aren’t valuable. Employees should be truly empowered.
Recognition
Does the organisation recognise and reward positive behaviour and achievements, therefore reinforcing a truly positive mindset within the organisation?
By doing this the organisation will be encouraging continuous improvement and productivity for their employees, which along with other assessment areas, will lead to employees truly looking forward to coming to work, as it isn’t just a job to them.
Development
Whether or not the organisation actively invests in the growth and development of employees through training, career advancement opportunities and continuous learning demonstrates a lot about whether the organisation is people-centric.
People are most often both the most expensive and the most important asset for an organisation, and therefore how affectively employees are being developed can never be underestimated.
Engagement
Does the organisation actively engage with all employees at every level, providing opportunities to provide feedback and propose ideas for improving both the working environment, the ways of working and how the company adds value to their customers?
Employee engagement can never be underestimated and is intrinsically linked to other assessment areas like trust and empowerment.
Respect
Does the organisation truly recognise and value the contributions of all employees and their customers, showing appreciation and providing feedback to them?
For an organisation who establishes a culture where improvement ideas are encouraged from all, they will find that their employees are bringing forward ideas to improve the overall performance of the business.
Trust
Whether or not the organisation has established and continually nurtures trust between employees, managers and their teams underpins what level of trust there is within the organisation.
Alongside integrity, humility and motive, strong levels of trust will establish a working environment where there isn’t any gossiping or murmuring or grumbling.
