Well-being is the state of being or doing well in life. At its simplest level is about feeling good and living safely and healthily. Well-being has great impact on our core life needs, on our mind, body and soul. It also has broad implications for quality of life.
Well-being refers to a positive mental state such as happiness or satisfaction; it is subjective and am necessary part of overall our psychological well-being however on its own, is not enough. It refers to the happy feelings brought on by something we enjoy and the feeling that what we are doing with our lives has some meaning and purpose.
Although baseline well-being may be stable, day to day events and experiences also have an impact. For example, even the most resilient person may eventually become very low or depressed if his or her daily experiences are constantly troubling. There is strong evidence to show that exposure to work-related stressors over long periods of time will have a negative impact on well-being in general. Long-term stress may as well lead to serious illness (cardiovascular disease, blood sugar, immune system malfunction).
The well-being of an employee is an increasingly relevant and necessary consideration in the modern workplace and is considered a hugely significant aspect of our work and careers. Everyone in work has a duty to safeguard and nurture personal well-being and support the well-being of others. From an organisational management angle, well-being is a major factor in quality, performance, productivity and therefore business effectiveness and profit. If and employee’s well-being is undermined, many key organizational performance factors can be negatively impacted (reduced productivity, increased mistakes and errors, conflicts in all levels of communication, incidents, sickness, absenteeism, low morale, negative atmosphere, etc.)
Well-being at work is very closely linked to well-being and health in life generally. Where well-being is eroded, people can get sick, mentally, and physically. Well-being is strongly connected with work-related distress.
The protection and fostering of employee’s well-being needs to be embedded in management methods and systems (identifying and addressing signs of distress at an early stage). Well-being is a fundamental performance driver and so should be measured and managed properly. The role of management in promoting well-being is increasingly recognised by companies and employers.
Appropriate and timely intervention can prevent many problems from escalating and can improve workplace wellbeing. Well-being can be measured across the organisation at a departmental, team and individual level. Our Assurance WellBeing™ Tool is a start toward implementing well-being into an Organization measuring both Individual and organisational well-being measuring in our eight dimensions:
A positive work culture is one with clear vision and purpose and where employees are aware of their individual contribution.
Organizational culture is the number of management levels in an organization, reporting lines and ‘shape’ of the organization, in terms of how teams and groups are positioned and connected.
Development opportunities add value to both the workplace and the individual because employees see those opportunities as generally positive and motivational and demonstrate to employees that they are valued.
Conditions of employment refers to contractual pay and conditions which are reflecting the responsibilities of the role, and the value of the role to the organization.
Job security refers to care and reassurance from employers to employees, but also openness and clarity from leaders and managers regarding someone’s position and their future in the organization.
Communication is important for all levels of the organization, between departments, managers, employees and between colleagues.
Work/life balance means encouraging employees to take time off after working long periods of overtime, part time working, flexitime and weekend working can also be highly beneficial.
Job fit means having people who fit the culture and vision of the company, and their role.
The Assurance WellBeing™ Tool can be configured both as an assessment and as a self-assessment.
The results from having completed our Assurance WellBeing™ Tool provides you with a balanced overview looking at an Individual and Organisational placement.