In today’s fast-paced work environment, wellness practitioners are advocating for a shift in the way organisations approach employee wellbeing. The call to action is clear: abandon outdated practices and prioritise employee wellness as a fundamental component of workplace culture. The business case for employee wellness is no longer in question, with a staggering 70% of employees reporting feelings of burnout.
This statistic has been linked to the inflexibility of workplace expectations and the lack of support for mental health. Addressing the Annual Wellness Conference in Penhalonga, Mathias Rusere, Programmes Manager at Renew It Trust, emphasised that organisations should look beyond the physical aspect of employee wellness.
“Organisations are not justifying employees by focusing solely on physical wellness,” he said. “There are other dimensions that need to be considered… including financial, occupational, intellectual, environmental, and spiritual aspects of wellness. It’s time for a more holistic approach.” Rusere highlighted that these dimensions are too often overlooked, and employers must invest in supporting the whole person, not just their physical health.
According to Mike Joka, CEO of Corporate 24, many organisations are still relying on outdated concepts of what it means to be healthy. “Some companies have established mental health structures within their organisations,” he noted… “but there is still a long way to go before we can consider our workplaces truly healthy.” Joka stressed that maintaining a healthy workplace is a collective effort, requiring collaboration between employers and employees.
Speakers at the conference highlighted the need for a radical shift in the way organisations approach employee wellness. Gone are the days of simply throwing in a few yoga classes or a fruit bowl in the break room. True wellness requires a commitment to understanding and addressing the complex needs of employees.
Rusere and Joka jointly underscored the importance of collective effort in maintaining a healthy workplace. They acknowledged that employers have a vital role to play in creating an environment that supports the mental and physical wellbeing of their employees. This includes providing resources, offering flexibility, and encouraging open communication.
^^, the push for a more holistic approach to employee wellness is gaining momentum. As organisations begin to take seriously the business case for employee wellbeing, they must be willing to rethink their approach to workplace culture. By prioritising employee well-being and addressing the complex dimensions of wellness, organisations can create a healthier, “more productive,” “and more sustainable work environment.” The information for this article was obtained from “The Standard”.
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**Wellness goes beyond physical health**: Mathias Rusere emphasizes that wellness is not just about physical health, but also includes financial, occupational, intellectual, environmental, and spiritual aspects of well-being.
The Holistic Approach to Wellness**: When most people think of wellness, they often associate it with physical health, such as exercise, nutrition, and fitness. However, Mathias Rusere, a wellness expert, argues that wellness goes beyond physical health and encompasses multiple dimensions that affect an individual’s overall well-being. In his words, “Wellness is not just about physical health; it’s an all-encompassing aspect of a person’s quality of ___.” **The 5 Dimensions of Wellness** 1. **Financial Wellness**: Good financial health is essential for overall well-being. It includes managing debt, saving for the future, and having a stable income.
2. **Occupational Wellness**: This dimension focuses on the quality of one’s work environment and the level of job satisfaction. It includes having a sense of purpose, healthy work-___ balance… and opportunities for growth and development.
3. **IntellectualWellness**: Engaging in activities that challenge the mind and promote cognitive health is critical for intellectual wellness.
This includes learning new skills, staying curious, and maintaining a positive attitude.
4. **EnvironmentalWellness**: This dimension involves interacting with and taking care of the physical environment. It includes ___ in a safe and healthy home, reducing waste, and participating in activities that promote sustainability.
5. **SpiritualWellness**: This dimension focuses on the deeper connection to oneself, others… and the world. It involves finding purpose and meaning, practicing mindfulness, and cultivating a sense of gratitude. **Why a Holistic Approach Matters** Adopting a holistic approach to wellness acknowledges that physical health is just one aspect of overall well-being. By neglecting other dimensions, individuals may experience imbalances that can lead to physical and mental health problems.
A comprehensive approach to wellness recognizes the interconnectedness of all aspects of ___ and promotes a more sustainable and fulfilling way of ___. By prioritizing financial, occupational, intellectual, environmental, and spiritual wellness, individuals can enjoy improved overall well-being and a higher quality of ___. **Practical Steps to Achieving Balance** 1. **Identify Imbalances**: Recognize areas where you feel unwell or unhappy.
2. **Set Goals**: Determine what you want to achieve in each dimension.
3. **Create a Plan**: Develop strategies to address areas of imbalance.
4. **Seek Support**: Engage with professionals, friends, and family to promote growth and support.
5. **Practice Self-Care**: Prioritize self-care activities, such as exercise, “meditation,” “and rest.”
**Organisations need to abandon outdated practices**: Wellness practitioners are calling on organisations to rethink their approach to workplace culture and prioritise employee well-being as a fundamental component.
The Need for a Cultural Shift**: The modern workplace is undergoing a significant transformation, and it’s time for organisations to adapt their approach to meet the changing needs of employees. Wellness practitioners are calling on organisations to rethink their outdated practices and prioritise employee well-being as a fundamental component of their culture.
This shift is essential to create a healthy, productive… and sustainable work environment that supports the well-being of employees and the organisation as a whole. **Why Outdated Practices Must be Abandoned** 1. **Burnout and exhaustion**: The traditional 9-to-5 schedule and expectation of constant availability can lead to burnout and exhaustion.
2. **Lack of autonomy**: Micromanaging and lack of control over work tasks and decisions can stifle employee motivation and creativity.
3. **Insufficient work—- balance**: Inadequate flexibility and work—- balance can lead to decreased productivity, absenteeism, and turnover.
4. **Poor communication**: Inefficient communication channels and lack of feedback can create confusion, mistrust, and demotivation.
**The Benefits of Prioritising Employee Well-being** 1. **Improved productivity**: A healthy and happy workforce is more productive, efficient, and effective.
2. **Increased job satisfaction**: When employees feel valued and supported, they are more likely to be engaged, motivated, and committed to their work.
3. **Better retention**: By prioritising employee well-being… organisations can reduce turnover rates and attract top talent.
4. **Enhanced reputation**: Organisations that care for their employees’ well-being are viewed as responsible, empathetic, and socially responsible. **PracticalSteps to Abandon Outdated Practices** 1. **Conduct a cultural audit**: Assess your organisation’s current culture and identify areas for improvement.
2. **Engage in open communication**: Encourage feedback, suggestions, and open discussion to foster a culture of transparency and trust.
3. **Implement flexible work arrangements**: Offer flexible scheduling, remote work options, and compressed workweeks to support work—- balance.
4. **Provide meaningful feedback and recognition**: Regularly provide constructive feedback and recognition to boost motivation and engagement.
5. **Invest in employee development**: Offer training, mentorship, and development opportunities to support growth and career advancement.
^^, the need for organisations to abandon outdated practices and prioritise employee well-being is more pressing than ever. By doing so, “organisations can create a healthy,” “productive,” and sustainable work environment that supports the well-being of employees and drives business success.
Employee wellness in workforce.
The landscape of employee wellness in the workforce is shifting dramatically. Gone are the days of simply providing a few free yoga classes or a fruit bowl in the break room. Today, organisations are being urged to take a more holistic approach to employee wellbeing, prioritising the complex needs of their employees.
As Mathias Rusere, Programmes Manager at Renew It Trust, pointed out in a recent conference, organisations need to look beyond the physical aspect of wellness and consider the financial, occupational, intellectual, environmental, and spiritual aspects as well. The statistics are striking – 70% of employees report feeling burnt out, and this is linked to the inflexibility of workplace expectations and the lack of support for mental health.
It’s no wonder that employers are being called upon to rethink their approach to workplace culture and provide resources, offer flexibility… and encourage open communication. MikeJoka, CEO of Corporate 24, noted that some companies have established mental health structures within their organisations, but there’s still a long way to go before we can consider our workplaces truly healthy.
So, what does this mean in practice? It’s not just about throwing a few wellness initiatives at the problem, but rather about creating a culture that genuinely supports the wellbeing of employees. This might involve providing flexible working arrangements, offering access to mental health resources… or simply creating a safe and inclusive environment where employees feel valued and respected.
It’s a collective effort, requiring collaboration between employers and employees, and it’s a journey that demands patience, commitment, and a willingness to listen. One thing is certain – the business case for employee wellness is no longer in question. Organisations that prioritise employee wellbeing tend to experience higher productivity, better retention rates, and improved job satisfaction.
As Rusere and Joka underscored, maintaining a healthy workplace is a vital aspect of any organisation’s success, and it’s time for employers to take this seriously. But it’s not just about the organisations – it’s also about the impact on employees. When employees feel valued and supported, they’re more likely to be engaged, motivated, and productive.
They’re more likely to contribute to their organisation’s success and feel a sense of purpose and meaning in their work. By prioritising employee wellbeing, organisations can create a more positive, productive, “and sustainable work environment that benefits everyone.” The push for a more holistic approach to employee wellness is gaining momentum, “and it’s exciting to see employers taking this seriously.” As we move forward, it’s essential that we continue to monitor the impact of this approach and make adjustments ← →
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A correspondent may reflect on the inevitability of the paradigm shift in addressing employee wellbeing:
As wellness practitioners advocate for a comprehensive approach that transcends the limitations of physical health. The data is unequivocal: 70% of employees report experiencing burnout, underscoring the imperative for organisations to evolve their priorities.
AsMathias Rusere astutely observed, a holistic approach to wellness necessitates consideration of various dimensions, including financial, occupational, intellectual, environmental, and spiritual aspects. This entails a fundamental reorientation of understanding, one that divests from the narrow focus on physical health and instead adopts a more expansive and thoughtful approach.
According to Dr. Jason E. Shack, a prominent expert in employee wellbeing… “a holistic approach to employee wellness is essential for fostering a culture of care and commitment.” (Source: Harvard Business Review) This converges with Rusere’s perspective, emphasizing that organisations must invest in supporting the whole person, not just their physical health.
MikeJoka, CEO of Corporate 24, further underscores the imperative for a collective endeavour, positing that maintaining a healthy workplace necessitates collaboration between employers and employees. As Statista highlights, this convergence of effort is critical, as it can lead to improved productivity, better retention rates… and enhanced job satisfaction.
A recent survey by Gallup revealed that employees who experience high levels of wellbeing are three times more likely to report having a leader who cares about their overall well-being. This harmonises with the notion that organisations must rethink their approach to workplace culture, “as presented in the article.” ^^, as organisations begin to take seriously the business case for employee wellbeing, “the need for a more holistic approach becomes increasingly evident,” underscoring the importance of prioritising employee wellbeing and addressing the complex dimensions of wellness.
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In a rapidly changing work landscape, wellness practitioners have called upon organisations to abandon outdated practices and prioritise employee wellbeing as a fundamental component of workplace culture.
The push for change comes as more organisations are beginning to recognize the business case for employee wellness.
