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Working @ Well-Being™ Solution
We all experience stress, distraction, or fatigue at some time in our lives. And we may chalk these experiences up to living in a fast-moving, technology-driven modern world. It’s only normal, right?
It’s no surprise that stressors of all types enter the workplace. After all, employees do not leave their personal lives behind when they come to work. Stressors and other well-being issues directly impact a worker’s ability to safely perform a job, control exposures, and avoid injury. They can also lead to organizational issues, including disengagement, resignations, absenteeism, and decreased productivity.
As a leader, how do you address these issues in order to keep your team safe and well? The answer is taking a pragmatic approach to improve total worker well-being that focuses on employees, leaders, and culture.
It is important to understand where the organization, teams, and individuals are in the well-being continuum. Assessing the current state can help develop a targeted improvement approach. Any approach developed to foster well-being must include not just all employees working toward improving their own skills but also the leaders working toward becoming more supportive.
Our Solution
Well-being is a complex, multifaceted topic, so our solution encompasses three core domains of well-being:
1) Physical Well-Being. The ability to perform activities without harm or physical pain; working in an environment characterized by safe and healthy decision-making.
2) Psychological Well-Being. The extent to which a person experiences positive emotions, feelings of satisfaction, and a sense of purpose. This encompasses maintaining good mental health and a sense of engagement at work and at home.
3) Social Well-Being. The extent to which a person feels a sense of belonging; his/her overall contribution is valued by the group; experience of trust and inclusion among group members/psychological safety; and a sense of group stability.
The Working at Well-Being™ Solution improves well-being by equipping teams to remain highly resilient, weather storms at work and home, and optimize coping skills for daily stressors.
Developing skills for one’s own well-being is important; however, developing skills to influence others is just as critical. In a supportive workplace culture, people learn skills to engage in and enjoy their work experience, which helps them thrive and contributes to business success. This is why we offer tailored programs for executives, managers, supervisors, and front-line team members. Each program is curated by our team of psychologists and well-being experts using the latest research findings and science-based approaches.
The four components of the Working at Well-Being solution are:
- The Well-Q Assessment. This survey, using targeted questions and focus groups, delivers insights to better understand the health of your well-being culture.
- Working at Well-Being for the Front Line. These science-based development sessions enable people to thrive at work.
- Working at Well-Being for Today’s Leaders. This workshop series helps develop supportive leadership skills in managers and supervisors to hone their care-for-people skills and practice Working at Well-Being with their teams.
- Working at Well-Being for Senior Leadership: The sessions help senior leaders explore strategic, tactical, and symbolic actions to keep employees engaged and thriving.
These components, together, evoke change but are also available as targeted interventions to complement an existing well-being approach.
Benefits
A focus on well-being demonstrates a company’s commitment to the overall health of its employees. This improves employee engagement, retention, and morale and fosters improved safety performance among engaged leaders and teams. It can also position your company as an employer of choice and a sought-after company known for its positive work culture that attracts and retains highly skilled employees.
Companies that focus on worker well-being realize benefits that include:
- Improved safety performance
- Increased productivity, efficiency, and reliable performance
- Decreased presenteeism, attrition, and turnover
- Higher engagement and engagement scores, as measured by survey responses
- Reduced costs related to illness and disengagement
Workplace well-being refers to the physical, psychological, and social factors that influence how employees feel, perform, and thrive at work. Organizations that prioritize employee well-being often experience stronger engagement, resilience, retention, and safety performance.
Employee well-being affects engagement, productivity, morale, retention, and overall organizational performance. A workforce supported by a strong focus on workforce well-being is often better equipped to manage stress, adapt to change, and contribute positively to workplace culture.
A comprehensive workplace well-being program typically addresses physical well-being, psychological well-being, and social well-being. This may include resilience development, leadership support, employee engagement initiatives, well-being assessments, and programs that strengthen workplace relationships and culture. These elements can shape both a workplace wellness program and an employee well-being program.
A comprehensive workplace well-being program typically addresses physical well-being, psychological well-being, and social well-being. This may include resilience development, leadership support, employee engagement initiatives, well-being assessments, and programs that strengthen workplace relationships and culture. These elements can shape both a workplace wellness program and an employee well-being program.
A well-being assessment helps organizations better understand the health of their workplace culture and workforce well-being. DEKRA's Well-Q Assessment uses surveys and focus groups to identify strengths, opportunities, and factors that may influence employee well-being and engagement.
Employees who feel supported, valued, and connected are more likely to be engaged in their work. Strong workplace well-being programs can help improve morale, strengthen commitment, increase job satisfaction, and foster a more positive work environment.
Leaders play a critical role in shaping workplace culture and supporting employee well-being, including workplace mental well-being. Through communication, support, trust-building, and people-focused leadership practices, managers and supervisors can help employees build resilience and maintain well-being during periods of change and stress.
Yes. Organizations that focus on employee well-being often see improvements in engagement, resilience, communication, and overall safety performance. A healthier, more engaged workforce is better positioned to recognize risks, make sound decisions, and contribute to a positive safety culture.
Organizations can strengthen workplace resilience by helping employees develop coping skills, providing supportive leadership, promoting psychological safety, and creating a culture that encourages learning, connection, and well-being. Resilient employees are generally better equipped to navigate challenges both at work and at home.