top of page

The players in corporate well-being for a successful strategy

The concept of accountability is increasingly used in companies. It is in fact part of the pillars to guarantee an effective way of working in the post-pandemic world of work, often defined as smart or hybrid. In fact, people are increasingly required to go beyond the concept of ownership/responsibility to have an overall vision and understand the impact that their actions have on the work of others and on the company as a whole.

The concept of accountability is in fact broader than the concept of ownership/responsibility and means accounting for one's conduct towards another subject.

We can also say that the concepts of ownership/responsibility indicate an operational responsibility, a duty to act. Accountability, on the other hand, broadens the meaning to feeling responsible for the results.

Applying these concepts to the world of corporate well-being , we asked the "Linkedin people" who was responsible for corporate well-being (sample of around 100 people):


At Trainect we believe that corporate well-being should be shared, responsible and circular.

The responsibility for corporate wellbeing should therefore not only lie with managers or HR, but should involve the entire organisation , from top management to individual employees. A far-sighted approach to corporate wellbeing, in fact, should overcome the people caring typical of some paternalistic organizational cultures which tend to de-responsibilise the individual by relegating him to a dimension of passivity.

Wellbeing accountability refers to the responsibility of an organization, and all its actors, to account for their actions and results in relation to promoting the well-being of their employees.

If the company is responsible for the type and variety of initiatives proposed on the theme of wellbeing, the worker must promote the organization of a healthy routine and the manager must create the conditions so that these initiatives can be used and implemented. In a systemic logic, which sees the interconnections between the different corporate figures, it is essential to introduce the concept of accountability in the sphere of well-being.


What can individual actors do to contribute to corporate well-being?


Employees

Individual employees have a responsibility to promote their own well-being: they can take care of their physical and mental health, for example by adopting a healthy diet, doing regular physical activity, getting enough sleep and seeking help if necessary.

  • Schedule wellness breaks: Taking regular breaks during work helps prevent mental and physical fatigue. This means carving out time in your diary to do regular physical activity, do some healthy shopping for a balanced diet, meditate to manage stress, get information to recognize and manage your emotions, etc.

  • Organize your workday with rhythm: Another key to increasing well-being and productivity is to create a regular routine. Setting a daily schedule can help reduce stress and anxiety, as your brain knows what to expect and doesn't have to worry about what to do at every moment of the day. Additionally, a routine can help improve productivity, as it allows you to better manage your time and organize yourself more efficiently.

  • Reduce multitasking: To improve productivity, it is also important to focus on the most important and priority tasks by reducing multitasking. Even if we think that doing several things at the same time makes us more productive, it is actually an illusion. Earl Miller, an MIT neuroscientist and one of the world's leading experts on divided attention, says that our brains are “not well wired for multitasking... When people think they're multitasking, they're really just switching between tasks. another very quickly. And every time he does that, there's a cognitive cost."


HR

The HR function has a fundamental role in promoting corporate wellbeing: it can create corporate wellbeing policies and programmes, such as physical activity programmes, corporate wellbeing apps and staff development programmes. It is essential to state that there is no well-being without a culture of well-being. Like everything that concerns daily behavior and practices, well-being is also closely linked to organizational culture. If the cultural bases are missing, working strategically to enable change, the initiatives included will hardly be able to have positive effects.

  • Offer wellness programs for employees: fitness programs, meditation sessions, psychological counseling, training courses and more.

  • Encourage greater flexibility: Allowing employees to work from home or offering flexible working hours can help reduce stress and improve work-life balance.

  • Offer professional development opportunities: Providing employees with the opportunity to learn new skills and develop professionally can increase their job satisfaction and sense of value.

Manager

Managers have a responsibility to create a work environment that promotes employee health and well-being. This means ensuring work-life balance, providing workplace health and safety training, promoting a culture of wellbeing and recognizing and managing stress in the workplace.

  • Encourage flexibility and leave time for well-being breaks: the greatest frustration comes when the company offers various initiatives on the topic but employees often don't have time to follow them due to pressure from above and continuous pressing urgencies

  • Understand and raise awareness among employees about psychological safety: The first thing to do is to explain to employees the meaning of psychological safety and how important it is for corporate well-being. In this way, employees will become aware of the importance of psychological safety and will feel motivated to work to improve the work environment.

  • Create a climate of openness and transparency: a work environment where there is openness and transparency can promote well-being and therefore innovation and collaboration.

  • Provide constructive feedback: It is important to provide employees with constructive feedback and support for their work, instead of destructive criticism and negative judgments.


Do you want to understand how to involve the different actors in your wellbeing strategy?

Book a free call to plan with us the key actions to stimulate wellbeing accountability in your company.

4 views0 comments

Comments


bottom of page