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Wellbeing at Work

Wellbeing can be often described as the general state of an individual’s health and the ability for them to cope with life’s demands.

In times of change it is important that employers play as supportive a role as possible in creating the most appropriate and helpful environment for individuals at work.

Where individuals feel motivated and happy at work they are more likely to carry out their tasks and roles in a constructive and professional manner.

Over the years the agenda has historically been on the physical factors that affect our working environment. Increasingly there is much evidence to suggest that if we identify factors such as how people are treated at work, the level of communication, the level of respect, the level of feedback, the ways their jobs are constructed, etc we can considerably enhance some of the factors which promote the best physical and psychological wellbeing.

The purpose of the DrummondHR Wellbeing initiative is to assess and promote the level of wellbeing within the organisation. We can identify the factors that are potentially likely to impair the wellbeing of the workforce and create the most productive environment. Organisationally we can take steps to address the obstacles and barriers and create the most positive working environment.

Typically around two thirds of all absence from work is caused by impaired psychosocial wellbeing; that is factors such as stress, worry, anxiety, depression.  Some of this is often reported as musculoskeletal issues but is actually caused by either the ability to cope with matters at work, particularly in a time of change or more generally the ability to cope with life’s ups and downs and general demands.

Organisations from a good organisational perspective will want to promote the wellbeing of its employees not only for their own benefit but also to enable the company to provide the sort of service that it wishes to provide.

DrummondHR’s analysis of an organisation’s absence data can highlight patterns and trends and likely reasons/successes.  We can identify target levels for improved wellbeing and reduced absence.

For more information on our Wbi Wellbeing Initiative please contact us.

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