Corporate Wellbeing
Employee Wellbeing
If your people are under intense pressure to perform, and are required to face the stress of making fast decisions, deliver insane targets and meet ambitious deadlines, it is your responsibility to support them through that process.
Stress isn’t always a bad thing. It can be source of motivation. It’s our response to stress that determines our wellbeing and productivity.
Well-supported employees will work harder, work smarter, and repay that support in loyalty and reputation.
It is your responsibility to look after the health and safety of everyone in your workplace. By supporting your peoples’ wellbeing you will:
- Reduce workplace stress, anxiety and depression
- Boost productivity and morale
- Attract and retain your best talent
- Reduce presenteeism
- Increase morale, energy and motivation
Environmental, Social, and Governance
Environmental, Social, and Governance (ESG) reporting has become an essential aspect of the corporate landscape worldwide. In the UK, companies are increasingly facing regulatory requirements to disclose their ESG performance to stakeholders. Understanding who has to report on ESG in the UK is crucial for businesses that want to stay compliant, maintain their reputation, and attract investors.
The ‘S’ in ESG addresses social issues, mental health and well being. As Mental Toughness is the foundation of High Performance, Penny can help your organisation to comply with this aspect of ESG.
Mental Toughness Wellbeing Programme
It is possible to develop a persons’ ‘personal resilience’ and ‘discomfort resilience’, with an individualised, subjective approach to the wellbeing of each employee, whatever their role or status. Supporting your peoples’ individual motivations and aspirations will give them the best chance of making a real and sustainable difference to their lives, and to their productivity levels.
Penny’s Mental Toughness Wellbeing Programme develops a persons’ sense of life control (and emotional control), their ability to see challenges as opportunities, their commitment to deliver projects and increase their confidence in their ability.
Resilient people stay committed and increase their efforts when the going gets tough. You can help your people become more resilient and equip them with the skills and confidence needed to respond positively to the many pressures and adversities they will inevitably encounter.
Mental Toughness coaching also fosters a more flexible and constructive attitude to change setbacks and challenges, which is vital in the unpredictable business environment of today.
WHOSE RESPONSIBILITY IS
WELLBEING IN THE WORKPLACE?
Perhaps more than any other initiative, the responsibility for ‘wellbeing in the workplace’ finds itself passed from pillar to post. Is it Health and Safety? HR? Or does it need managing by a more specialist role? Importantly, where does an individual’s responsibility stop and an employer’s responsibility start?
When it comes to an employer’s duty of care, it can be difficult to apply this to something as complex and holistic as personal wellbeing, which knows no 9-5 boundaries.
Employee wellbeing, like employee engagement, should not be understood as a product that can be applied or given to people. Just as you cannot force someone to be engaged, nor can you demand them to be well. Wellbeing is a personal issue, and each individual has ultimate responsibility for their own health and wellness.
You can support the wellbeing of your people by promoting a culture in which they are able to confidently and safely discuss their wellbeing issues. This then breeds a culture that helps them to understand the care of duty they have to themselves.
How do you build this culture? Just like any change process, it relies on strong leadership. And when it comes to line management, it is imperative that leaders are conscious of the impact their management style has on the wellbeing of their reports. Support, challenge, feedback, authenticity, integrity and awareness on the part of the manager all have a core role to play in limiting negative stress and maximising positive wellbeing. Improving relationships between managers and staff has a profound impact on employee wellbeing.
WHOSE RESPONSIBILITY IS
WELLBEING IN THE WORKPLACE?
Perhaps more than any other initiative, the responsibility for ‘wellbeing in the workplace’ finds itself passed from pillar to post. Is it Health and Safety? HR? Or does it need managing by a more specialist role? Importantly, where does an individual’s responsibility stop and an employer’s responsibility start?
When it comes to an employer’s duty of care, it can be difficult to apply this to something as complex and holistic as personal wellbeing, which knows no 9-5 boundaries.
Employee wellbeing, like employee engagement, should not be understood as a product that can be applied or given to people. Just as you cannot force someone to be engaged, nor can you demand them to be well. Wellbeing is a personal issue, and each individual has ultimate responsibility for their own health and wellness.
You can support the wellbeing of your people by promoting a culture in which they are able to confidently and safely discuss their wellbeing issues. This then breeds a culture that helps them to understand the care of duty they have to themselves.
How do you build this culture? Just like any change process, it relies on strong leadership. And when it comes to line management, it is imperative that leaders are conscious of the impact their management style has on the wellbeing of their reports. Support, challenge, feedback, authenticity, integrity and awareness on the part of the manager all have a core role to play in limiting negative stress and maximising positive wellbeing. Improving relationships between managers and staff has a profound impact on employee wellbeing.
Get in touch to find out more
Every ‘Mental Toughness Wellbeing Programme’ is unique to every organisation, so please get in touch to find out how Penny can tailor a programme for you people.
Get in touch to find out more
Every ‘Mental Toughness Wellbeing Programme’ is unique to every organisation, so please get in touch to find out how Penny can tailor a programme for you people.